AUSTRALIAN
JOCKEY CLUB - ELECTRICAL AND PLUMBING ENTERPRISE AWARD 2000
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Electrical Trades Union
of Australia, New South Wales Branch, industrial organisation of employees.
(No. IRC 723 of 2001)
Before Commissioner Tabbaa
|
1 March 2001
|
AWARD
PART A
1. TITLE
This Award shall be referred to as the Australian Jockey
Club ‑ Electrical and Plumbing Enterprise Award 2000.
2. ARRANGEMENT
The Award is arranged as follows.
PART A
1. Title
2. Arrangement
3. Statement
of Intent
4. Application
and Scope of Award
5. Parties
Bound
6. Single
Bargaining Unit
7. No
Reductions in Standards
8. Rates of
Pay
9. Rostered
Day Off ‑ Banking
10. Public
Holiday Work
11. Skills,
Utilisation, Training and Development
12. Hours of
Work
13. Occupational,
Health and Safety
14. Industrial
Grievance Procedure
15. No Extra
Claims
16. Negotiating
the next Award
17. Job
Descriptions
18. Redundancy
19. Part‑time
employment
20. Anti-Discrimination
21 Area,
Incidence and Duration
PART B
MONETARY RATES
Table 1 - Weekly Aggregate Wage for Plumbers
Table 2 - Additional Allowances for Plumbers
Table 3 - Weekly Aggregate Wage for Electricians
Table 4 - Additional Allowances for Electricians
3. Statement Of
Intent
(i) This Award
has been designed to facilitate the smooth establishment and ongoing
organisational development of the Australian Jockey Club ("AJC") at
Royal Randwick and Warwick Farm Racecourses.
(ii) The parties
are committed to:
(a) Efficiencies
and productivity being constantly reviewed and improved and thereby allowing
the AJC to compete against other racing, gaming and wagering organisations on a
cost‑effective basis.
(b) The creation
and maintenance of a harmonious employee relations environment which is
typified by consultation and participation which supports the AJC's vision.
(c) The provision
of a framework within which the AJC can generate interesting and fulfilling
work and develop systems which allow employees to reach their full potential
while simultaneously maximising the efficiency and productivity of the AJC.
(d) The creation
of a co‑operative working environment, where quality and pride of working
for the AJC are fostered and that any issues of demarcation are eliminated.
4. Application And
Scope Of The Award
(i) This Award
shall apply to the employees of the AJC at Royal Randwick and Warwick Farm
Racecourses whose terms and conditions are covered by the following:
Electricians, &c. (State) Award;
Building Employees Mixed Enterprise (State) Award insofar as
it applies to members of The New South Wales Plumbers and Gasfitters Employees'
Union.
(ii) This Award
shall be read and interpreted wholly in conjunction with the relevant Award(s),
relating to a group or individual, nominated in Clause 4(i), above, in so far
as those provisions relate to the parties referred to in Clause 5 ‑
Parties Bound ‑ of this Award.
Where any inconsistencies between this Award and the relevant awards
occur, this Award shall prevail.
5. Parties Bound
The parties to this Award are:
(i) The
Australian Jockey Club; and
(ii) Electrical
Trades Union of Australia, New South Wales Branch; and
(iii) The New South
Wales Plumbers and Gasfitters Employees' Union.
6. Single Bargaining
Unit
For the purpose of negotiating the agreement a single
bargaining unit was established. The
Award was arrived at by the unions, nominated as party to the Award, working
cooperatively within the single bargaining unit.
7. No Reductions In
Standards
This Award shall not operate so as to cause a current
employee as at the date of operation of this Award to suffer a reduction in
ordinary time earnings or standards relating to conditions of employment
provided by any award or over award arrangements in operation at the time of
the entering into of the Award.
8. Rates Of Pay
(i) The rates of
pay for employees covered under this Award are set out in Table 1, Table 2,
Table 3 and Table 4 of Part B of this Award.
(ii) Employees
whose terms and conditions of employment are covered by the Building Employees
Mixed Enterprise (State) Award insofar as it applies to members of The New
South Wales Plumbers and Gasfitters' Employees Union shall be paid the weekly
wage as set out in Table 1 of Part B of this Award.
(iii) The weekly
wage set out in Table 1 of Part B of this Award includes compensation for:
‑ ordinary
hours
‑ over‑award
payments
‑ industry
allowance
- license
allowance
- electronic
funds transfer
- tool
allowance.
(iv) Employees
whose terms and conditions of employment are covered by the Building Employees
Mixed Enterprise (State) Award insofar as it applies to members of The New
South Wales Plumbers and Gasfitters Employees' Union shall and where
appropriate, in addition to the weekly wage set out in Table 1 of Part B, be
paid a first aid allowance and clothing allowance as set out in Table 2 of Part
B of this Award.
(v) Employees
whose terms and conditions of employment are covered by the Electricians,
&c. (State) Award shall be paid the weekly wage as set out in Table 3 of
Part B of this Award.
(vi) The weekly
wage set out in Table 3 of Part B of this Award includes compensation for:
- ordinary
hours
- over‑award
payments
- industry
allowance
- license
allowance
- tool
allowance
- electronic
funds transfer
- plant
operators allowance.
(vii) Employees
whose terms and conditions of employment are covered by the Electricians,
&c. (State) Award shall, and where appropriate, in addition to the weekly
wage set out in Table 3 of Part B, be paid a first aid allowance and clothing
allowance as set out in Table 4 of Part B of this Award.
(viii) An employee
may elect to sacrifice part of the employees salary to be an additional
superannuation contribution above the rate prescribed by the Superannuation
Guarantee Charge Act 1992.
(ix) Where salary
sacrifice contributions are to be made on behalf of an employee to the AJC
Superannuation Plan, the wage rates prescribed by Table 1 of Part B shall (in
respect of such an employee) include a component being the salary sacrifice
contribution. That is, that part of the
wage rate representing the salary sacrifice contribution chosen by the
employee, shall be paid as a contribution by the employer direct to the AJC
Superannuation Plan. As a consequence,
the employees taxable salary shall equal the relevant wage rate less the salary
sacrifice contribution (if any). For
all other purposes the relevant wage rate applicable to this award shall apply.
(x) Wages may be
paid by electronic funds transfer unless otherwise agreed by the AJC. Provided that by agreement between an
employer and the majority of employees covered by this award, wages may be paid
fortnightly. Provided further that from
July 2002 the AJC may elect to pay fortnightly by giving one months notice.
9. Rostered Day Off -
Banking
No more than five days are to be banked as determined by the
relevant Manager. These days will be
taken at times of mutual agreement. If a dispute arises on the taking of the
leave then the dispute procedure is to be followed.
10. Public Holiday
Work
Existing employees currently receiving a day in lieu for any
work performed on a public holiday as prescribed by the Award may if agreed, as
an alternative, be paid at the rate of double time and a half in addition to
the ordinary rate, instead of receiving such day in lieu. This provision shall
operate so as to not disadvantage existing employees covered by this agreement.
11. Skills,
Utilisation, Training And Development
A. Skills
(i) Training and
development shall be subject to the AJC's skill requirements. It is the aim of
the parties to this Award that all employees shall be provided with
opportunities for training and development, encouraging the formation of a
flexible, highly skilled and committed workforce, enjoying maximum job
satisfaction.
(ii) Employees
will move between tasks and functions within their appointed classifications
and skills and competency levels in order to apply and develop their skills to
meet AJC objectives. In moving
employees between tasks and functions and in regrouping tasks and functions the
AJC will consult with the employees and consider:
(a) the career
path and development needs of individuals;
(b) the efficient
organisation of work;
(c) any personal
and geographic considerations.
(iii) The process
described in sub‑clause (ii) above shall not include those functions or
tasks where the safety of an employee learning "on the job" cannot be
guaranteed by the AJC or where an essential requirement of a formal
qualification limits the process.
(iv) Processes will
be adopted to facilitate the skills enhancement and career development
opportunities of employees whilst promoting aims and objectives of the AJC.
(v) The provision
of training shall be undertaken in line with the AJC's EEO policy and
procedures.
B. Training
(i) The parties
confirm a commitment to training and skill development for employees in
accordance with the needs of the AJC. Training may be conducted on the
recommendation of a supervisor to the Chief Executive or his delegate.
(ii) The types of
training needs which shall be met include:
(a) training
required. to increase the level of competency of the employees;
(b) training
required through the creation of new tasks, restructuring of existing tasks
and/or multi‑skilling;
(c) training
required to assist employees to pursue, where possible, their preferred career
paths and to improve their opportunities for career advancement.
12. Hours Of Work
The parties are fully committed to explore the hours of work
provision for all employees covered by this Award.
The parties recognise that the AJC operates in the context
of its normal operations, over Monday ‑ Friday but also quite regularly
on Saturday as a result of race meetings.
The parties recognise that in order to provide for an
internationally competitive racing industry, the parties will need to explore a
full range of options in relation to working hours. To this extent the SBU agrees to negotiate and to introduce
suitable flexible working arrangements provided such arrangements are agreed
between the AJC, the workers affected and their Union or Unions.
These discussions may include, but are not necessarily
limited to issues such as annualised salaries, ten hour shifts, payments
provisions for regular Saturday and Sunday work with the inclusion of weekend
work within the context of normal working hours.
(i) Spread of
Hours/Staggered Work Hours
The spread of ordinary hours shall be 7.00am to 6.00pm with
a limit of 8 hours at ordinary time to be worked on any one day. A week's notice shall be given to change an
employee's rostered hours, or a lesser period where such change is by mutual
agreement with an individual employee. Such change shall be a minimum of 14
days in duration. The AJC undertakes to
consider personal or geographic circumstances of individual employees in
introducing any change of roster.
13. Occupational
Health And Safety
(i) The AJC
prides itself on quality occupational health and safety standards. It is recognised that the benefits to be
gained from effective health and safety programs are significant both in human
and economic terms.
(ii) The AJC is
responsible for taking all reasonable and practical action to achieve and
maintain a performance level which safeguards the health and safety of all
employees in accordance with the Occupational
Health and Safety Act 1983.
(iii) All employees
are to be involved in safety matters and hence, to contribute to the reduction
of hazards. Employees are to:
(a) identify and
reduce the risk associated with all types of work‑related events that
may, produce injury or illness; or
(b) identify,
measure and control to safe levels any physical agents in the workplace capable
of causing ill health; and
(c) promote the
good health and welfare of employees;
(d) report any
perceived hazard to the immediate supervisor;
(e) report any
work related injury, no matter how minor to their supervisor;
(f) wear any
safety clothing, footwear, equipment issued and specified for the job.
(iv) The AJCs
management is committed to the continuous monitoring and upgrading of its
occupational health and safety policy to ensure the highest standards are
met. The AJC shall where appropriate:
(a) provide
information, instructions and training of employees to increase personal understanding
of safe work practices, workplace hazards and principles of hazard
control; and
(b) maintain a
close relationship with employees and regulatory authorities in the development
of standards and future strategies.
(v) The
occupational health and safety committee shall be convened subject to the
provisions of the regulations of the Occupational Health and Safety Act 1983
and shall meet at intervals not less frequent than specified in the
regulations.
14. Industrial
Grievance Procedure
(a) The aim of
this procedure is to ensure that, during the term of this Award, industrial
grievances or disputes are prevented or resolved as quickly as possible at the
level they occur in the workplace. At any time during the procedure an employee
may elect to be represented by an official of their union. During the life of
the agreement there shall be no disruption to or cessation of normal work other
than in relation to bona fide safety issues.
(b) Where a
dispute or grievance arises, or is considered likely to occur the steps below
are to be followed. In order to permit the peaceful resolution of grievances,
the status quo shall remain and work shall continue as normal while the
industrial grievance procedure is being followed, (status quo shall mean the situation
existing immediately prior to the dispute or the matter giving rise to the
dispute).
(c) Work
arrangements and conditions before a dispute arising shall remain whilst the
dispute procedure is being followed by the employer, employees and their union
representatives.
(d) Providing
the conditions of (c) apply no strikes, bans or work limitations shall occur.
(e) Where a
dispute or a grievance arises or is considered likely to occur, the following
steps are to be followed:
Step 1.
The matter is discussed between the employee(s) and the
immediate supervisor involved. If the matter remains unresolved only then,
follow Step 2.
Step 2.
The matter is discussed between the employee, the employees'
representative if the employee so wishes and the supervisor involved. If the
matter remains unresolved, only then, follow Step 3.
Step 3.
The matter is discussed between the employee, the employee's
representative if the employee so wishes, the supervisor and the departmental
manager. If the matter remains unresolved only then, follow Step 4.
Step 4.
The matter is discussed between the departmental manager,
the human resources manager and the employee's representative and/or union
official if the employee so wishes. If the matter remains unresolved only then,
follow Step 5.
Step 5.
The matter is discussed between senior representatives of
the AJC and the relevant union if the employee is represented by a union. The
parties agree to exhaust the processes of conciliation before considering Step
6. It is also agreed that the parties will not deliberately frustrate or delay
these procedures.
Step 6.
The matter may be referred by either party to the Industrial
Relations Commission of New South Wales in order for the Commission to exercise
its functions under the Industrial
Relations Act 1996. It is the intention of the parties that this provision
meets the criteria pursuant to the Industrial
Relations Act 1996.
15. No Extra Claims
The parties undertake that, for the term of this Award, they
will not pursue any extra claims.
16. Negotiating The
Next Award
(i) The parties
agree to commence negotiations on a new Award no later than 3 months prior to
the termination date of this Award and use their best endeavours to complete
the negotiations of the new Award before the expiry of this Award.
(ii) During the 3
months negotiation period, the parties will meet in order to seek
agreement/resolution of any issues.
17. Job Descriptions
The union will participate in a positive fashion to develop
job descriptions for all positions covered by the SBU agreement.
18. Redundancy
Arrangements
Application
(i) The
provisions of this clause shall apply in respect of full time and part time
persons employed in the classifications specified by the Awards listed in
Clause 4.
(ii) Notwithstanding
anything contained elsewhere in this clause, this clause shall not apply to
employees with less than one year's continuous service and the general
obligation on the AJC shall be no more than to give such employees an
indication of the impending redundancy at the first reasonable opportunity, and
to take such steps as may be reasonable to facilitate the obtaining by the
employees of suitable alternative employment.
(iii) Notwithstanding
anything contained elsewhere in this clause, this clause shall not apply where
employment is terminated as a consequence of conduct that justifies instant
dismissal, including malingering, inefficiency or neglect of duty, or in the
case of casual employees, apprentices or employees engaged for a specific
period of time or for a specified task or tasks or where employment is
terminated due to the ordinary and customary turnover of labour.
Introduction of Change
(iv) Employers duty
to notify
(a) Where the AJC
has made a definite decision to introduce major changes in production, program,
organisation, structure or technology that are likely to have significant
effects on employees, the employer shall notify the employees who may be
affected by the proposed changes and the union to which they belong.
(b) 'Significant
effects' include termination of employment, major changes in the composition,
operation or size of the employers workforce or in the skills required, the
elimination or diminution of job opportunities, promotion opportunities of job
tenure, the alteration of hours of work, the need for retraining or transfer of
employees to other work or locations and the restructuring of jobs.
Provided that where the Awards specified in Clause 4 ‑
Application and Scope makes provision for alteration of any of the matters
referred to herein, an alteration shall be deemed not to have significant
effect.
(v) Employers'
Duty to discuss Change
(a) The AJC shall
discuss with the employees affected and the union to which they belong, inter
alia, the introduction of the changes referred to in subclause (iv)(a), the
effects the changes are likely to have on employees and measures to avert or
mitigate the adverse effects of such changes on employees, and shall give
prompt consideration to matters raised by the employees and/or the union in
relation to the changes.
(b) The discussion
shall commence as early as practicable after a definite decision has been made
by the employer to make the changes referred to in the said subclause (iv)(a).
(c) For the
purpose of such discussion, the AJC shall provide to the employees concerned
and the union to which they belong all relevant information about the changes
including the nature of the changes proposed, the expected effects of the
changes on employees and any other matters likely to affect employees provided
that any employer shall not be required to disclose confidential information
the disclosure of which would adversely affect the employer.
Redundancy
(vi) Discussions
before terminations
(a) Where the AJC
has made a definite decision that the AJC no longer wishes the job the employee
has been doing done by anyone pursuant to paragraph (a) of subclause (iv),
Introduction of Change, and that decision may lead to the termination of
employment, the AJC shall hold discussions with the employees directly affected
and with the union to which they belong.
(b) The
discussions shall take place as soon as practicable after the AJC has made a
definite decision which will invoke the provision of paragraph (a) of this
subclause and shall cover, inter alia, any reasons for the proposed
terminations and measures to mitigate any adverse effects of any termination of
the employees concerned.
(c) For the
purposes of the discussion the AJC shall, as soon as practicable, provide to
the employees concerned and the union to which they belong, all relevant
information about the proposed terminations including the reasons for the
proposed terminations, the number and categories of employees likely to be
affected, and the number of employees normally employed and the period over
which the terminations are likely to be carried out. Provided that the AJC shall not be required to disclose
confidential information the disclosure of which would adversely affect the
AJC.
Termination Of Employment
(vii) Notice for
Changes in Production, Programme, Organisation or Structure
This subclause sets out the notice provisions to be applied
to terminations by the employer for reasons arising from 'production',
'programme', 'organisation' or 'structure' in accordance with paragraph (a) of
subclause (iv), Introduction of Change.
(a) In order to
terminate the employment of an employee the employer shall give to the employee
the following notice:
Period of Continuous Service Period
of Notice
Less than 1 year 1
week
1 year and less than 3 years 2
weeks
3 years and less than 5 years 3 weeks
5 years and over 4
weeks
(b) In addition to
the notice above, employees over 45 years of age at the time of the giving of
the notice with not less than two years continuous service, shall be entitled
to an additional weeks notice.
(c) Payment in
lieu of the notice above shall be made if the appropriate notice period is not
given. Provided that employment may be terminated by part of the period of
notice specified and part payment in lieu thereof.
(viii) Notice for
Technological Change
This subclause sets out the notice provisions to be applied
to terminations by the employer for reasons arising from 'technology' in
accordance with subclause (iv)(a).
(a) In order to terminate
the employment of an employee the employer shall give to the employee 3 months
notice of termination.
(b) Payment in
lieu of the notice above shall be made if the appropriate notice period is not
given. Provided that employment may be terminated by part of the period of
notice specified and part payment in lieu thereof
(c) The period of
notice required by this subclause to be given shall be deemed to be service
with the employer for the purposes of the Long
Service Leave Act 1955, the Annual
Holidays Act 1944, or any Act amending or replacing either of these Acts.
(ix) Time Off
During the Notice Period
(a) During the
period of notice of termination given by the employer, an employee shall be
allowed up to one day's time off without loss of pay during each week of
notice, to a maximum of five weeks, for the purposes of seeking other
employment.
(b) If the
employee has been allowed paid leave for more than one day during the notice
period for the purpose of seeking other employment, the employee shall, at the
request of the employer, be required to produce proof of attendance at an
interview or the employee shall not receive payment for the time absent.
(x) Employee
leaving during the notice period
If the employment of an employee is terminated (other than
for misconduct) before the notice period expires, the employee shall be
entitled to the same benefits and payments under this clause had the employee
remained with the employer until the expiry of such notice. Provided that in
such circumstances the employee shall not be entitled to payment in lieu of
notice.
(xi) Statement of
employment
The employer shall, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee a
written statement specifying the period of the employee's employment and the
classification of or the type of work performed by the employee.
(xii) Notice of
Commonwealth Employment Service
Where a decision has been made to terminate employees, the
employer shall notify the Commonwealth Employment Service thereof as soon as
possible giving relevant information including the number and categories of the
employees likely to be affected and the period over which the terminations are
intended to be carried out.
(xiii) Department of
Social Security Employment Separation Certificate
The employer shall, upon receipt of a request from an
employee whose employment has been terminated, provide to the employee an
'Employment Separation Certification' in the form required by the Department of
Social Security.
(xiv) Transfer to
Lower Paid Duties
Where an employee is transferred to lower paid duties for
reasons set out in subclause (iv)(a), Introduction of Change, the employee
shall be entitled to the same period of notice of transfer as the employee
would have been entitled to if the employee's employment had been terminated,
and the employer may at the employer's option make payment in lieu thereof of
an amount equal to the difference between the former ordinary time rate of pay
and the new ordinary time rates for the number of weeks of notice still owing.
Severance Pay
(xv) Where an
employee is to be terminated pursuant to subclause (vi), Termination of
Employment, subject to further order of the Industrial Relations Commission of
New South Wales, the employer shall pay the following severance pay in respect
of a period of service:
(a) If an employee
is under 45 years of age, the employer shall pay in accordance with the
following scale:
Years of Service Under
45 Years of Age Entitlement
Less than 1 year Nil
1 year and less than 2 years 4
weeks
2 years and less than 3 years 7 weeks
3 years and less than 4 years 10 weeks
4 years and less than 5 years 12 weeks
5 years and less than 6 years 14 weeks
6 years and over 16
weeks
(b) Where an
employee is 45 years old or over, the entitlement shall be in accordance with
the following scale:
Years of Service 45
Years of Age and Over Entitlement
Less than 1 year Nil
1 year and less than 2 years 5
weeks
2 years and less than 3 years 8.75 weeks
3 years and less than 4 years 12.5 weeks
4 years and less than 5 years 15 weeks
5 years and less than 6 years 17.5 weeks
6 years and over 20
weeks
(c) 'Weeks pay'
means the all purpose rate of pay for the employee concerned at the date of
termination, and shall include, in addition to the ordinary rate of pay, over
award payments, shift penalties and allowances paid in accordance with the
relevant awards.
(xvi) Incapacity to
Pay
Subject to an application by the employer and further order
of the Industrial Relations Commission of New South Wales, an employer may pay
a lesser amount (or no amount) of severance pay than that contained in
subclause (1) of this clause.
(xvii) Alternative
Employment
Subject to an application by the employer and further order
of the Industrial Relations Commission of New South Wales, an employer may pay
a lesser amount (or no amount) of severance pay than that contained in
subclause (1) if the employer obtains acceptable alternative employment for an
employee.
19. Part Time
Employment
(a) An employee
may be engaged by the week on a part‑time basis for a constant number of
hours which having regard to the various of arranging ordinary hours shall
average less than 38 hours per week.
(b) Part‑time
employees shall not continue for a continuous period between four weeks from
the date of engagement.
(c) An employee so
engaged shall be paid per hour one thirty‑eighth of the weekly rate
prescribed by Rates of Pay, for the classification in which the employee is engaged.
(d) An employee
engaged on a part‑time basis shall be entitled to all other benefits
available to full‑time employees arising under this award/agreement on a
proportional basis depending on the number of ordinary regular hours worked per
week.
(e) This clause
shall not be used to reduce existing levels of permanent employees and as far
as practicable shall not affect the skill development or earning opportunities
or permanent employees.
(f) As far as
possible all overtime shall in the first instance be offered to permanent
employees.
(g) A part‑time
employee who works in excess of the hours fixed under the contract of
employment shall be paid overtime in accordance with Overtime of this Award.
(h) A current part‑time
employee may apply for a full‑time position should a vacancy occur and,
subject to being able to perform the duties required to fill the vacancy and
all other things being equal, shall have preference of employment for the
vacant position.
20. Anti-Discrimination
(1) It is the intention
of the parties bound by this award to seek to achieve the object in section
3(f) of the Industrial Relations Act
1996 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds
of race, sex, marital status, disability, homosexuality, transgender identity
and age.
(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 this award are not
directly or indirectly discriminatory in their effects. It will be consistent with the fulfillment
of these obligations for the parties to make application to vary any provision
of the award which, by its terms or operation, has a direct or indirect
discriminatory effect.
(3) Under the Anti-Discrimination Act 1977, it is
unlawful to victimize an employee because the employee has made or may make or
has been involved in a complaint of unlawful discrimination or harassment.
(4) Nothing in
this clause is to be taken to affect:
(a) any conduct or
act which is specifically exempted from anti-discrimination legislation;
(b) offering or
providing junior rates of pay to persons under 21 years of age;
(c) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination
Act 1977;
(d) a party to
this award from pursuing matters of unlawful discrimination in any State or
Federal jurisdiction.
(5) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by legislation referred to in this clause.
NOTES -
(a) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(b) Section 56(d)
of the Anti-Discrimination Act 1977
provides:
"Nothing in this Act affects ... any other act or
practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious susceptibilities
of the adherents of that religion."
21. Area, Incidence
And Duration
This Award rescinds and replaces the Australian Jockey Club ‑
Electrical and Plumbing Award 1998 published 29 October 1999 (311 I.G. 858),
and all variations thereof.
This Award shall operate from the beginning of the first pay
period on or after the 1 March 2001 and shall remain in force for a period of 2
years.
PART B
MONETARY RATES
TABLE ONE ‑ WEEKLY AGGREGATE WAGE FOR PLUMBERS
CLASSIFICATION AGGREGATE
WEEKLY AGGREGATE WEEKLY
WAGE -FROM FIRST WAGE - FROM
FIRST
FULL PAY PERIOD
ON FULL
PAY PERIOD ON
OR AFTER 19
AUGUST OR
AFTER 19 AUGUST
2000 2001
Plumber $710.90 $739.30
TABLE TWO ‑ ADDITIONAL ALLOWANCES FOR PLUMBERS
ALLOWANCE EFFECTIVE
FROM FIRST FULL PAY PERIOD
ON OR AFTER 19
AUGUST, 2000
Leading Hand In
charge of up to 2 journeymen: 0.53c
per hour
In charge of 3
to 5 journeymen: 0.64c
per hour
In charge of 5
to 10 journeymen: 0.82c
per hour
In charge of
over 10 journeymen: $1.05
per hour
Clothing $6.
30 per week
First Aid $1.75
per day
TABLE THREE ‑ WEEKLY AGGREGATE WAGE FOR ELECTRICIANS
CLASSIFICATION AGGREGATE
WEEIKLY AGGREGATE
WEEKLY
WAGE - FROM
FIRST WAGE
- FROM FIRST
FULL PAY PERIOD
ON FULL
PAY PERIOD ON
OR AFTER 19
AUGUST OR
AFTER 19 AUGUST
2000 2001
Electrician $702.30 $730.40
TABLE FOUR OF PART B ‑ ADDITIONAL ALLOWANCES FOR
ELECTRICIANS
ALLOWANCE EFFECTIVE
FROM FIRST FULL PAY
PERIOD ON OR
AFTER 19 AUGUST,
2000
Leading Hand $33.30
per week
Clothing $6.
30 per week
First Aid $1.85
per day
I. TABBAA, Commissioner.
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Printed by the authority of the Industrial Registrar.