CROWN
EMPLOYEES (ROADS AND TRAFFIC AUTHORITY OF NEW SOUTH WALES - WAGES STAFF) AWARD
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by Roads and Traffic Authority of New South
Wales.
(No. IRC 5373 of
2000)
|
Before the Honourable Justice Schmidt
|
17 November 2000
|
AWARD
PART A
1. Arrangement
PART A
Clause No. Subject Matter
1. Arrangement
2. Title
3. Purpose of this Award
4. Terms of employment
4.1 General
terms
4.2 Working
hours
4.2.1 Normal work
cycle
4.2.2 Flexible
arrangements
4.2.3 Continuos
work patterns
4.2.4 Accrued day
off
4.2.5 General
4.2.6 Sydney
Harbour Bridge maintenance staff 4.3 Shift work.
4.3.1 General
4.3.2 Traffic
signals - non trades staff
4.3.3 Sydney
Harbour Bridge maintenance staff
4.3.4 General
services officers
4.3.5 Traffic
Emergency Patrollers
5. Payments
5.1 Rates of
pay
5.1.1 General
5.1.2 Apprentices
5.1.3 Traffic
signals - non trades staff
5.2 Other
rates
5.2.1 Transport
workers
5.2.2 Leading
hands
5.2.3 Electrical
tradespersons
5.2.4 Plumbers
5.2.5 Tool
allowance
5.2.6 Sydney
Harbour Bridge maintenance staff
5.3 Incremental
progression
5.4 Allowances
5.4.1 General
5.4.2 High risk
money
5.4.3 Asbestos
materials
5.4.4 Asbestos
eradication
5.4.5 Asphalt
plant repairs.
5.4.6 Long/wide
loads allowance
5.4.7 Tow truck
drivers/attendants
5.5 Mixed
functions
5.6 Overtime
5.6.1 General
5.6.2 Meal
allowance
5.7 Payment of
wages and termination of employment
6. Leave
6.1 General
6.2 Holidays
6.2.1 Public
holidays
6.2.2 Picnic day.
6.2.3 Local
public holidays
6.2.4 Other
6.3 Annual
leave
6.3.1 General.
6.3.2 Annual
close down
6.3.3 Shift
workers
6.3.4 Annual
leave loading
6.4 Long
service leave
6.5 Sick leave
6.5.1 General
6.5.2 Leave and
workers’ compensation claims
6.5.3 Illness
when on annual or long service leave
6.6 Maternity
leave
6.7 Adoption
leave
6.8 Parental
leave
6.9 Family and
community service leave
6.10 Study leave
6.11 Examination
and pre-examination leave
6.12 Military
leave
6.13 Special
leave
7. Travel/Accommodation
7.1 Camping
areas
7.2 Camping
facilities
7.2.1 General
7.2.2 Camp
standards
7.2.3 Camp
maintenance and security
7.2.4 Caravans
7.2.5 Camping
allowance
7.2.6 Provision
of stores
7.3 Fares and
travelling
7.3.1 Fares
7.3.2 Travelling
allowance
7.3.3 Transport
provided by the RTA
7.3.4 Traffic
signals- non trades staff
7.4 Country or
distant work
7.5 Amenities
7.5.1 General.
7.5.2 Sydney
Harbour Bridge maintenance staff
7.6 Tea breaks
and drinking water
8. Other
conditions
8.1 First-aid
8.2 Contributions/Union
representatives
8.3 Certificates
and licences
8.4 Protective
clothing
8.5 Work
apparel
8.5.1 General
8.6 Tools
8.6.1 Issue
8.6.2 Sharpening
tools
8.6.3 Insuring
tools
8.6.4 Transporting
tools
8.7 Grievance
resolution and dispute settlement
8.7.1 Grievance
resolution
8.7.2 Dispute
settlement
8.8 Anti-Discrimination
9. Leave
Reserved
PART B
MONETARY RATES
Table 1 - Rates of
Pay
Table 2 - Other Rates
and Allowances
Appendix A -
Workplace Reform
Appendix B -
Implementation
Appendix C - Glossary
of Terms
Appendix D -
Grievance Resolution
Appendix E - Market
testing and contracting out
2 Title
This Award will be known as the Crown Employees (Roads and
Traffic Authority of New South Wales -
Wages Staff) Award. The terms of
this Award will apply to all wages staff of the Roads and Traffic Authority,
excepting those employed at Broken Hill who are covered by a separate Agreement
with the Barrier Industrial Council, under the Transport Administration Act
1988.
3. Purpose of This
Award
(a) The main
purpose of this award is to ensure that the following parties:
RTA management
RTA wages staff
unions
are committed to continually improving all areas of the RTA
to achieve lasting customer satisfaction and increased productivity.
(b) The RTA is
totally committed to improving the way in which it performs its operations to
ensure it meets customers' needs. This
is being done by means of the RTA Continuous Improvement Strategy.
(c) The unions
and wages staff agree to continue to carry out work in a commercially competitive
manner, to ensure the most efficient utilisation of resources, by adopting the
RTA’s business rules and by developing achievable performance measurement
targets.
4. Terms of
Employment
4.1 General terms
(a) Employment is
on a weekly basis unless otherwise specified.
(b) All new staff
must complete a probationary period which is:
the first six weeks of employment;
during that period on a daily basis;
at the appropriate weekly rate;
able to be terminated at one day's notice on either side.
(c) Staff will be
paid for any holidays that occur during their probationary period.
(d) Staff may be
engaged on a limited duration basis either:
for a term not less than three months and generally not
exceeding 12 months; or
for the duration of a project with anticipated commencement
and completion dates.
Limited duration staff will receive the rates of pay
and conditions of employment provided in this Award.
Where limited duration employment has exceeded 12
months, the unions reserve the right to raise the issue of permanent employment
status for the effected staff.
(e) Staff may be
engaged on a casual basis as follows:
for short terms or emergency projects;
where staff are required intermittently over a period of time
eg for traffic control;
for a minimum period of three hours;
for a continuous period not longer than three months.
Casual staff will be paid:
the appropriate base rate plus 20% casual loading to
compensate for all leave except long service leave;
allowances provided for in this award;
for time worked outside ordinary hours, at overtime
rates plus 20%.
(f) Staff must
carry out duties that:
they have the skills, competence and training to
undertake and it is safe to do;
are within the classification structure of this award;
do not promote de-skilling;
(g) If directed by
the RTA, staff must use the tools, plant and equipment for which they have been
trained.
(h) Staff who are
absent from work will lose their pay for the period of time that they were
absent unless the paid leave provisions apply.
For further details governing leave provisions, refer to Section 6 of
this Award.
(i) If staff
arrive at work late or leave work early, their working time will be calculated
to the nearest 0.1 of an hour (i.e. 6 minutes). The same calculation will be used for overtime.
(j) After the
probationary period referred to in 4.1.(b), employment can be terminated at any
time as follows:
by one week’s notice on either side; or
by the payment or forfeiture of one week's wages; or
without notice for misconduct.
(k) Staff on a
week’s notice and absent from work without permission will be assumed to have
abandoned their employment.
(l) Staff
terminated without notice will be paid wages up to the time of termination
only.
(m) The RTA may
deduct wages for any day that a staff member cannot be usefully employed, due
to:
strikes;
work stoppages;
any cause for which the RTA cannot reasonably be held
responsible, not including wet weather and any other reasonable alternative
duties are not available.
(n) Labourers,
Gangers, Plant Operators and Transport Workers rates of pay include an amount
for being required to work in inclement weather.
4.2 Working
hours -
4.2.1 Normal work
cycle -
(a) A normal
working week consists of 38 hours.
(b) A normal
working cycle consists of 152 hours worked as follows:
20 day, four week cycle with 19 working days;
eight hours worked each day between 6.00 am and 6.00
pm;
0.4 of one hour of each day worked will be accrued,
entitling staff to one day off in the four week cycle, known as the Accrued Day
Off (ADO). Wages for the accrued time
will be paid in the wage period during which it has been worked.
This provision does not apply to Sydney Harbour Bridge
maintenance staff. See subclause 4.2.5
for the working hours of this group.
(c) Each day of
paid leave taken and any public holidays occurring during a four week work
cycle will be counted as a working day for accrual purposes.
(d) Local
management and staff may change starting/finishing times and the time/hours
worked, by agreement, for the following reasons:
geography, climate or traffic conditions, or
specific works, changes to hours, days or periods of
the year (whole/part of a depot/individual), or
greater flexibility.
4.2.2 Flexible
arrangements -
(a) Alternatives
to the normal work cycle are:
a nine day fortnight;
a four day week; or
some other arrangement,
which will be approved by the Regional Consultative
Group prior to implementation. Details
are to be forwarded to the SBU.
(b) If working time/hours
are varied, consistent with this sub-clause, staff cannot work more than:
nine hours and thirty minutes a day between 6:00 am and
6:00 pm;
80 ordinary hours a fortnight.
(c) Working a nine
day fortnight results in one additional day off (making a total of two) in each 20 day four week cycle.
(d) Working a four
day week results in three additional days off (making a total of four) in each
20 day four week cycle.
(e) Each day of
paid leave taken and any public holidays occurring during the flexible work
cycle will be counted as a working day for accrual purposes.
4.2.3 Continuous work
patterns -
(a) Where local
management and the majority of staff agree, the ordinary hours of work may be
varied to include work on Saturdays and Sundays within the average of 38 hours
per week.
(b) If work
time/hours are varied consistent with this subclause, staff will:
be paid 50% more than their ordinary rate for the first
two hours and 100% more than the ordinary time rate thereafter for work on
Saturdays that forms part of the 38 hours per week average;
be paid 100% more than the ordinary time rate for all
work on Sundays that forms part of the 38 hours per week average;
work on not more than ten consecutive days; and
be rostered off for at least four consecutive days
within the two week cycle. These days will be unpaid.
4.2.4 Accrued day off
-
(a) By the 30
September, the RTA and the unions will develop the ADO calendar for the
following year ensuring that:
ADOs fall together with public holidays, where
appropriate.
attention is given to the dates on which ADOs are
observed by the Building and Construction Industry.
(b) Once the ADO
calendar has been established, local management and the majority of staff by
agreement (whole/part of a depot/individual)
may change the calendar.
Consideration will be given to changing the calendar so
that ADOs are observed on days where traffic significantly reduces
productivity, eg. last day of school term and local events - Bathurst car
races.
(c) It is
essential that local management and staff designate additional day/s off where
flexible arrangements have been implemented so as to best meet the anticipated
needs of the RTA and to be equitable for staff.
These additional day/s off should be incorporated into
the ADO calendar.
(d) Local
management in consultation with staff may require staff to carry out work on
programmed ADOs either indefinitely or for a prescribed length of time. Staff who work on programmed ADOs:
will be given minimum notice of at least one week of
the change,
will be given a copy of the program of alternate ADOs,
will not receive penalty payments for this work, and
will take an alternate working day off as their ADO.
(e) The RTA may
require staff to intermittently work on an ADO if:
it stops other staff from carrying out their work
it results in other staff having to complete
maintenance outside normal working hours
it delays a project.
Staff required to work on their ADO in these circumstances:
will be paid overtime using the Saturday rates
may have another day off where practicable before the
end of the next work cycle. This day
will be unpaid.
(f) Staff may
accrue a maximum of four ADOs with agreement between:
the RTA and the unions on a statewide basis, or
local management and a majority of staff (whole/part of
a depot/individual).
4.2.5 General -
(a) All staff,
excluding shift workers, are entitled to a meal break each day. Meal breaks do not count as time worked and
may be taken:
between 11.30 am and 1.30 pm
for 30 minutes or up to one hour by agreement.
Generally the meal break will commence not longer than
5 hours after the commencement of normal work.
Except that local management and staff who work on
roads where clearway arrangements apply will discuss the daily meal break. The objective is to agree to maximise
working time during non clearway hours.
(b) Camp/amenities
attendants may be required to start work at 5.00 am without being paid
overtime.
(c) Painters will
be allowed five minutes before lunch and their set finishing time to clean and
put away their brushes and tools.
(d) Bridge and
wharf carpenters will be allowed five minutes before their set finishing time
to clean and put away their tools.
4.2.6 Sydney Harbour
Bridge maintenance staff
(a) This clause
applies to Sydney Harbour Bridge maintenance staff only.
(b) A normal
working cycle within this clause will consist of:
10 day, two week cycle with nine working days
eight hours 27 minutes worked each day between 6.00 am
and 6.00 pm
51 minutes of one hour on each day worked will be
accrued, entitling staff to one day off
in the two week cycle, known as the Accrued Day Off (ADO)
- wages for
accrued time will be paid in the wages period during which it has been worked
a 30 minute meal break including a paid 10 minute tea
break between 11.30 am and 12 noon.
(c) If an ADO
falls on a public holiday, the staff may take their ADO on:
the next working day
an alternate day in the two week cycle
an alternate day in the next two week cycle.
(d) Each day of
paid leave taken and any public holidays occurring during a two week cycle will
be counted as a working day for accrual purposes.
4.3 Shift work -
4.3.1 General
(a) This clause
outlines the conditions for shift work and applies to all staff except:
Traffic signals-non trades staff
Sydney Harbour Bridge maintenance staff
General service officers
Traffic Emergency Patrollers.
The conditions for shift work applicable to these staff
are referred to later in this clause.
(b) Staff required
to work shift work will be given at least 48 hours notice. If staff shift hours are changed, they will
be notified by the finishing time of their previous shift.
(c) Shift work
will be worked between:
Sunday to Thursday inclusive, or
Monday to Friday inclusive.
(d) Working hours
and payment for shifts are:
Single shifts: -
no longer than 8 hours, and
- paid at time
and a half.
Single shifts are worked after 6.00 pm and finish
before 6.00 am.
For shifts worked between Sunday and Thursday, Sunday
shifts are normal shifts that start before midnight Sunday.
For shifts worked between Monday and Friday, Friday
shifts are normal shifts that start before and end after midnight Friday
Two shifts: -
worked between 6.00 am and midnight or as agreed with the RTA, and
- paid at time
and a quarter
Three shifts:-
with the third (night) shift being seven hours and 17 minutes
- paid at time
and a quarter.
(e) Staff who are
employed during normal working hours are not allowed to work afternoon or night
shifts except at overtime rates.
(f) Work in excess
of shift hours, Sunday to Thursday or Monday to Friday (other than public
holidays) will be paid double time.
(g) Time worked on
a Saturday, Sunday or public holidays will be paid at overtime rates, provided
that:
Friday shifts referred to in subclause 4.3.1 (d) will
be paid at ordinary shift rates
Sunday shifts referred to in subclause 4.3.1.(d) will
be paid at ordinary shift rates after midnight Sunday.
(h) If staff work a
shift of less than five continuous days and:
it is not due to the actions of staff they will be paid
overtime rates
it is due to the actions of the staff they will be paid
normal shift rates.
(i) If a shift
exceeds four hours, staff will be allowed and paid 30 minutes crib time on each
shift.
(j) 0.4 of one
hour for each shift worked will be accrued, entitling staff to one shift off
without pay, in every 20 shift cycle, known as the Accrued Day Off (ADO). Wages for the accrued time will be paid in
the wages period during which it has been worked.
(k) Each shift of
paid leave taken and any public holidays occurring during a four week cycle
will be counted as a shift worked for accrual purposes.
(l) Staff who do
not work a complete four week cycle will receive pro-rata accrued entitlements for
each shift (or part of a shift) worked.
(m) Local
management and staff will agree on the:
arrangements for ADOs during the 20 shift cycle
accumulation of ADOs (maximum of five).
(n) Once ADOs have
been rostered they must be taken unless the RTA requires a staff member to work
in emergencies.
4.3.2 Traffic signals
- non trades staff -
(a) For this group
of staff only, the following definitions apply:
afternoon shifts finishing after 6.00 pm and at or by
midnight
night shifts finishing after midnight and at or by 8.00
am
regular afternoon or night shifts which is a normal
feature of staff members' work, occurs five nights each week and has been in
operation for more than four consecutive weeks
(b) Regular
afternoon or night shift work is paid at the normal rate plus 15%. In addition,
other than regular afternoon or night shift work is paid as follows:
first five shifts time and a half
more than five shifts, up to four weeks ordinary rate
plus 20%
more than four weeks ordinary rate plus 15%.
(c) Where only
night shift is worked the shift is paid at the normal rate plus 30% for each
shift worked.
(d) Sunday time is:
worked between Saturday midnight and Sunday midnight;
paid at double time.
(e) Saturday time
is:
worked between Friday midnight and Saturday midnight;
for normal rostered shifts, it is paid at time and a
half.
4.3.3 Sydney Harbour
Bridge maintenance staff
(a) Night shifts
are:
shifts finishing after midnight and before 8.00 am
shifts worked on five consecutive nights from Monday to
8.00 am Saturday with no more than two weeks in every three weeks on night work
paid at the ordinary rate plus 30%.
4.3.4 General service
officers -
(a) The working
hours for day workers are Monday to Friday between 6.30 am and 6.00 pm
inclusive. These hours may be in one or
two shifts which cannot be more than eight hours long unless staff by agreement
with the RTA:
start work 30 minutes earlier than times stated above;
or
finish work 30 minutes after the time stated above; or
divides the 30 minutes between the starting and
finishing time.
(b) The working
hours and allowances for shift workers are as follows:
afternoon shift: -
Monday to Friday between 4.00 pm and midnight
- maximum of
eight hours
- 15% shift
allowance
early morning shift: - Monday to Friday between 5.00 am and 2.00 pm
- maximum of
eight hours
- 10% shift
allowance
night shift: - Sunday to Friday between 10.00 pm and 6.30
am
- Monday to
Saturday between 6.00 pm and 6.30 am
- maximum of
five shifts
- maximum of
eight hours per shift
- 30% shift
allowance for non-rotating shifts.
(c) Establishments
operating from Monday to Sunday will work 38 hours per week in a maximum of
five shifts and eight hours per shift.
4.3.5 Traffic
Emergency Patrollers -
(a) Traffic
Emergency Patrollers (TEPs) shall be shift workers engaged on a combination of
morning and afternoon shifts or continuous shift workers engaged on a 24 hour,
7 day, rotating roster.
(b) TEPs shall not
be required to work more than 6 consecutive days during the roster cycle.
(c) The working
hours and shift allowances for TEPs are as follows:
Early morning shift- shifts commencing at or after 4.00
am
- ordinary rate of pay plus 12½% shift allowance
Day shift - shifts commencing at or after 6.00am
- ordinary rate of pay
Afternoon shift - shifts commencing at or after 1.00pm
- ordinary rate of pay plus 12½% shift allowance
Night shift - shifts commencing at or after 4.00pm
- ordinary rate of pay plus 15% shift allowance
(d) Payment for all
ordinary time worked on a Saturday shall be at the rate of time and one half of
the ordinary rate of pay.
(e) Payment for
all time worked on a Sunday shall be at the rate of double the ordinary rate of
pay.
(f) Payment for
all ordinary time worked on a public holiday shall be at the rate of double and
one-half of the ordinary rate of pay.
(g) TEPs shall
observe a 30-minute meal or crib break taken when convenient to the operations
and generally not more than five hours from the commencement of the shift. The 30-minute meal or crib break shall be
counted as time worked.
(h) Shift rosters
shall operate in the following manner:
TEPs shall be rostered to work shifts as required by
the RTA.
Notice shall be given of shifts to be worked at least 7
days in advance.
Where notice is given of change in shift with less than
7 days notice, any shift so worked shall be paid at the rate of the previously
rostered shift, provided it is greater.
(i) Where TEPs
are rostered on a special or spare shift and are directed to work another shift
which attracts:
a lesser rate of pay, then they will be entitled to
retain the rate of pay had they worked their normal shift;
a greater penalty, then they will be entitled to
receive the higher rate of pay based on the inclusion of the penalty for the
shift actually worked.
(j) Where TEPs
are directed to work on a temporary basis to a shift that attracts a lesser
rate of pay, they will be entitled to the rate appropriate to their normal
shift.
(k) Where TEPs are
directed to work at an alternate location, they will be paid the appropriate
fares to the new destination in accordance with the provision outlined in
sublause 7.3, Fares and Travelling.
(l) Where staff
are required to change shift and/or location with less than 48 hours notice,
they will be paid an additional 3 hours at their unloaded rate of pay, in
addition to the provisions outlined in (i) above, in recognition of any
inconvenience caused by the alteration to the shift pattern.
5. Payments
5.1 Rates of pay
-
5.1.1 General - The
rates of pay in this Award are taken from the Roads and Traffic Authority
(Wages Staff) Enterprise Agreement 1998 and are made up of:
basic wage
margin and any or all, as appropriate, of the following
components
- tradespersons
allowance
- special
loading;
- industry
allowance;
- inclement
weather allowance,
- follow the
job loading; and
- roll-up of
allowances.
For a detailed list of rates of pay refer to Table 1 - Rates
of Pay of Part B, Monetary Rates.
For a detailed list of other rates and allowances, refer to
Table 2 - Other Rates and Allowances of Part B, Monetary Rates.
5.1.2 Apprentices -
(a) If time is
lost by an apprentice for any reason not considered satisfactory by the RTA,
the RTA is entitled to deduct an amount proportionate to that time from their
weekly wage.
5.1.3 Traffic
signals-non trades staff - The rate of pay for traffic signals labourers and
technicians assistants includes compensation for:
dirty or hot work
working in the wet
working in confined or awkward places
other disability work for which there is no provision
general conditions under which the work is required to
be carried out.
5.2 Other rates
- In addition to the rates otherwise prescribed in subclause 5.1 Rates of Pay,
the following other rates will be paid for all purposes of the Award.
5.2.1 Transport
workers -
(a) All transport
workers will be required to perform duties other than driving, loading and
unloading vehicles and will be paid the inclement weather allowance as part of
their ordinary rate. These duties will
be consistent with work currently performed by the RTA's transport workers.
(b) Transport
workers driving trucks equipped with side stacking or side loading devices,
HIAB or similar type cranes, or any type of mechanical lifting device, will be
paid an additional amount as set out in Table 2 - Other Rates and Allowances of
Part B, Monetary Rates.
5.2.2 Leading hands -
(a) Labourers and
plant operators who are in charge of staff will be paid an amount per week as
set out in Table 2 - Other Rates and Allowances, of Part B, Monetary Rates for
the following:
2-5 staff
6-10 staff
more than 10 staff.
(b) Skilled trades,
Sydney Harbour Bridge maintenance staff and transport workers who are in charge
of staff will be paid an amount per week as set out in Table 2 - Other Rates
and Allowances, of Part B, Monetary Rates for the following:
2-5 staff
6-10 staff
more than 10 staff.
5.2.3 Electrical
tradespersons - Staff possessing the New South Wales Electrical Mechanic's
Licence issued under the Electricity Development Act 1945, will be paid an
amount per week for the Electrical Mechanic’s Licence allowance as set out in
Table 2 - Other Rates and Allowances, of Part B, Monetary Rates follows:
"A" Grade
"B" Grade.
5.2.4 Plumbers - An
amount per hour as set out in Table 2 - Other Rates and Allowances, of Part B,
Monetary Rates, is payable in additional to the ordinary rate of pay where
staff are required to act on a:
Plumber's Licence
Gasfitter's Licence
Drainer's Licence
Plumbers and Gasfitters' Licence
Plumbers and Drainers' Licence
Gasfitters and Drainers' Licence
Plumbers, Gasfitters and Drainers' Licence.
5.2.5 Tool allowance
- The following tradespersons and apprentices will be paid tool allowance per
week as set out in Table 2 - Other Rates and Allowances, of Part B, Monetary
Rates.
Blacksmith
Boilermaker/Structural Steel Tradesperson
Bricklayer
Bridge and Wharf Carpenter
Cabinet Maker
Carpenter
Civil Engineering Construction Carpenter
Drainer
Electrical Fitter
Electrical Mechanic
Electronics Tradesperson
Fitter
Machinist (metal trades) First Class
Marker Off
Mechanical Tradesperson Special Class
Motor Mechanic
Painter
Patternmaker
Plant Electrician
Plant Mechanic
Plasterer
Plumber
Plumber and Gasfitter
Plumber, Gasfitter and Drainer
Radio Fitter/Mechanic
Refrigeration/Air Conditioning Mechanic
Sheetmetal Worker First Class
Signwriter
Toolmaker
Turner
Welder First Class
Welder Special Class.
5.2.6 Sydney Harbour
Bridge maintenance staff - Sydney Harbour Bridge maintenance staff may be
directed to work on the steel and will be paid an additional amount per week,
as set out in Table 2 - Other Rates and Allowances, of Part B, Monetary Rates,
to compensate for all disabilities arising from the nature of the bridge
structure and its environs.
5.3 Incremental
progression -
(a) Technicians'
assistants who have completed 12 months satisfactory service on the first year
of the scale, will receive incremental progression.
(b) Appointment to
each classification will be based on whether a vacancy exists and merit.
5.4 Allowances -
5.4.1 General -
(a) The following
allowances do not form part of the ordinary wage and will not be paid for all
purposes of this Award.
(b) If more than
one of the allowances provides payment for disabilities of substantially the
same nature, only the highest rate will be paid.
(c) The allowances
will be paid irrespective of the time at which the work is performed and are
not subject to any premium or penalty conditions.
5.4.2 High risk money
-
(a) Sydney Harbour
Bridge maintenance staff working on high risk tasks shall be paid an amount per
hour as set out in Table 2 - Other Rates and Allowances, of Part B, Monetary
Rates.
(b) High risk tasks
are defined in Appendix C.
5.4.3 Asbestos
materials - Tradespersons required to use materials containing asbestos or to
work with staff using asbestos, will be provided with and must use necessary
safeguards as required by the appropriate occupational health and safety authority.
Tradespersons will be paid an amount per hour as set
out in Table 2 - Other Rates and Allowances, of Part B, Monetary Rates if the
safeguards make the wearing of protective equipment mandatory.
5.4.4 Asbestos
eradication -
(a) Asbestos
eradication means work on or about building which involves the removal or any
other method of neutralisation of any materials which contain asbestos.
(b) All aspects of
asbestos eradication work will be conducted in accordance with:
NSW Occupational
Health and Safety Act, 2000
Occupational Health and Safety (Asbestos Removal Work)
Regulation 1996
(c) Tradespersons
engaged in asbestos eradication will be paid an amount per hour as set out in
Table 2 - Other Rates and Allowances, of Part B, Monetary Rates in lieu of
special rates prescribed elsewhere in this Award except for the rates for:
Swing scaffold
Paint spray, and
Second hand timber.
5.4.5 Asphalt plant
repairs - Tradespersons will be paid an additional amount per hour or part of
an hour as set out in Table 2 - Other Rates and Allowances, of Part B, Monetary
Rates for repairs, maintenance or alterations to the following designated areas
of hot mix plants:
dryer drum
hot elevator
single chute (Bellambi)
screens
weighing hopper
pug mill
scrubbing bins, jets and scrubbing pits (Bellambi)
cyclone
hot bitumen kettle (Bellambi).
In addition, tradespersons will also be paid other
relevant special rates.
5.4.6 Long/wide loads
allowance
(a) Transport
workers who drive a loaded motor wagon or articulated vehicle (excluding
vehicles included in the definition of Transport Worker Grade 8) which together
with its load exceeds:
2.90m in width or 18.29m in length or 4.30m in height
measured from the ground level will be paid an amount per hour with a minimum amount
per day as set out in Table 2 - Other Rates and Allowances, of Part B, Monetary
Rates
3.36m in width or 21.34m in length or 4.58m in height
measured from the ground level will be paid an amount per hour with a minimum
amount per day as set out in Table 2 - Other Rates and Allowances, of Part B,
Monetary Rates.
(b) If a load is
being carried by an articulated vehicle equipped with rear-end steering and a
steersperson is required in addition to a tractor driver, they will both be
paid an additional amount per hour with a minimum payment per day as set out in
Table 2 - Other Rates and Allowances, of Part B, Monetary Rates.
5.4.7 Tow truck
drivers/attendants - Tow truck drivers/attendants who work on the Sydney
Harbour Bridge approaches will be paid an amount per hour as set out in Table 2
- Other Rates and Allowances, of Part B, Monetary Rates, for each hour or part
of an hour worked on the roadway of the Sydney Harbour Bridge and
approaches. This is to compensate for
the extra exposure to traffic hazard and also applies when staff are working
overtime.
5.5 Mixed
functions -
(a) All staff
whose classifications have been taken from the General Construction and
Maintenance Civil and Mechanical Engineering &c (State) Award may, subject
to the provisions of this clause, have their:
classification and rate of pay changed on an hourly
basis
weekly wage calculated on an hourly basis by applying
the appropriate rates.
(b) Staff,
excluding traffic signals-non trades staff, required to carry out duties of a
classification with a higher rate of pay for:
more than two hours during one day, will be paid the
higher rate for that day
two hours or less during one day, will be paid the
higher rate for the actual time worked.
(c) Traffic
signals-non trades staff:
required to temporarily carry out duties in a higher
grade, will be paid the rate they would be entitled to if they were appointed
to that grade
required to work in a higher grade for two hours or
more of any shift and incur travelling time, will be paid for travelling time
at the same rate as time worked
required to act/relieve in a lower grade, will not have
their wages reduced except in cases of:
official misconduct
general retrenchment
circumstances beyond the control of the RTA, where work
in a higher grade is not available
required to act in a higher grade for more than two
hours of any shift, will be paid at the higher rate for the full day or shift.
5.6 Overtime -
5.6.1 General -
(a) If the RTA
requires staff to work reasonable overtime at overtime rates, then the overtime
must be worked in accordance with these provisions.
(b) Staff will not
be required to report to work earlier than their set starting time or return
later than their set finishing time without the payment of overtime. Provided that, staff who travel outside of
their ordinary working hours will only be paid ordinary rates or as prescribed
in clause 7.3.3 of this Award.
(c) Overtime work
that commences before or after a shift and continues for an unbroken period
during which ordinary time is worked will be calculated by reference to the
total hours worked.
(d) Overtime paid
for time worked outside the ordinary hours will be at the following rates:
first two hours:
- time
and a half
after the first two hours:
- double
time
all work after 12 noon on Saturday:
- double
time
all work on Sunday:
- double
time
all work on a public holiday:
- double
time and a half.
Overtime that is regular overtime and normally commences
after 12 noon on Saturday will be paid at:
time and a half for the first two hours then double
time.
(e) Staff required
to work two hours or more overtime after their normal ceasing time are entitled
to:
30 minutes for a meal or crib break without loss of
pay, after the first two hours, and
a similar time allowance for each additional four hours
of overtime worked.
To qualify for the above payment staff must continue to
work after their allowed break.
(f) The RTA and
staff having regard to statutory requirements, may agree to a meal or crib
break being taken at any time. Where
the breaks are not taken they will be paid for at the appropriate overtime
rate.
(g) Staff required
to work during a recognised meal break will be paid at ordinary overtime rates
until they receive a meal break.
Provided that, where for special reasons, staff who are
involved in construction of concrete and/or hot mix roads and culverts and/or
bridges or in connected work, are called to work for a maximum of 30 minutes
during recognised meal breaks they:
will not be paid additional rates of pay if they
receive equivalent meal time.
(h) Staff who work
overtime:
and do not have 10 consecutive hours off duty between
termination of their ordinary work day or shift and the commencement of
ordinary work in the next day or shift, or
on Saturdays, Sundays and public holidays, ( which are
not ordinary working days off, or an ADO) without 10 consecutive hours off duty
in the 24 hours before the starting time of their next ordinary day or shift,
will be released after completion of their overtime until
they have had 10 consecutive hours off duty.
If the 10 hours off duty occurs during ordinary working time
it will be without loss of pay.
(i) Staff
required to work on a Saturday, Sunday or public holiday will be paid for at
least four hours work or paid for four hours at the appropriate rate.
(j) If the RTA
instructs staff to resume or continue work without having 10 consecutive hours
off duty, they will be:
paid double time until they are released from duty
entitled to be absent, without loss of pay for ordinary
working times, until they have completed 10 consecutive hours off duty.
(k) The
conditions in (j) above also apply to shift workers except that eight hours
will be substituted for 10 hours when overtime is worked:
for the purpose of changing shift rosters
where shift workers do not report for duty and day
workers or shift workers are required to replace them
where a shift is worked by arrangement between staff
themselves.
(l) Staff are
not allowed to work more than half an hour overtime completing holes for firing
and before firing when excavating sandstone or underground except in
emergencies.
(m) Staff
recalled to work after leaving their job will be paid a minimum of four hours
at overtime rates.
(n) Staff
required to be on call either at home, work or elsewhere after ordinary hours
will be paid standing-by time at the ordinary rate for the time they are on
call.
(o) Traffic
Emergency Patrollers who work in excess of shift hours (other than public
holidays) will be paid double time. All overtime in excess of shift hours on a
public holiday will be paid at double time and one half. All overtime payments
will be calculated using the ordinary wage rate.
5.6.2 Meal allowance
-
(a) Staff required
to work more than 1½ hours after normal finishing time will be:
provided with a meal, or
an amount as set out in Table 2 - Other Rates and
Allowances, of Part B, Monetary Rates.
(b) On completion
of each four hours continuous overtime, staff will be paid an amount as set out
in Table 2 - Other Rates and Allowances, of Part B, Monetary Rates for each
subsequent meal in addition to the overtime payment.
(c) Staff who are
in receipt of an accommodation allowance that includes payment for the evening
meal (see clauses 6.4 sub clauses c, d, and f), are not entitled to payment
under sub clause (a) above.
(d) Surveyors'
field hands required to travel to a job 24.3 km or more, by the most practicable route from the surveyors'
office, without being notified the previous day will be paid the allowance in
(a) above.
5.7 Payment of
wages and termination of employment -
(a) Wages will be
paid fortnightly.
(b) One day of
each pay period will be recognised as the pay day.
(c) Prior to pay
day, staff will receive a confidential docket with the following details:
gross amount and particulars of wages and allowances
amount and particulars of deductions
classification
date on which payment is made
period of employment to which the payment relates
amount of deductions.
(d) Wages will be
paid into a bank account nominated by staff except in isolated areas, hardship
or other exceptional circumstances where payment will be made by cheque
provided that:
cashing facilities are available within 24 hours of
staffs' normal pay day
if the normal pay day is a Friday, cashing facilities
will be available by 5.00 pm on that day.
(e) If staff are
discharged, except for misconduct, they will be paid all wages due to them at
the time of their discharge.
(f) Staff who are
discharged for misconduct or resign will be paid all wages due to them within
one week after discharge or after the timekeeper/ganger is notified of
resignation by the staff member.
(g) If there is a
delay, staff will be paid at ordinary rates for all working time they are kept
waiting. The pay period will close not more than three working days before the
recognised pay day.
6. Leave
6.1 General -
Although leave entitlements are prescribed in days, because of flexible working
arrangements (see subclause 4.2 Working hours) calculation of entitlements and
the recording of leave taken will be made in hours.
6.2 Holidays -
6.2.1 Public holidays
-
(a) This clause
covers the following gazetted public holidays: New Year’s Day, Australia Day,
Good Friday, Easter Saturday, Easter Monday, Anzac Day, Queen’s Birthday,
Christmas Day, Boxing Day, and Labour Day,
- in districts
where Labour Day is not celebrated, staff will be given the Sydney Labour Day
Proclaimed State public holidays
Proclaimed local holidays do not qualify.
(b) Staff will be
paid for State public holidays on the following basis (unless specified
elsewhere in this Award) if:
the holiday occurs on a normal working day
they are present at work the working day before the
public holiday and
they are present at work the working day after the
public holiday
they have a reasonable excuse or approval from an
appropriate senior person to be absent from work on the working day before or
after the public holiday
they have worked up to the time of general stoppage for
the public holiday and resumed when the work recommenced.
(c) Staff will be
paid for the public holiday as if for their normal working hours (maximum eight
hours).
(d) If the holiday
falls on a weekend no additional payment will be made unless staff are required
to work on that day.
(e) When a holiday
occurs during the first month in which staff are absent through illness, they
will be paid for that day at the rate applicable immediately before their
absence.
(f) Public
holidays that occur when staff are on leave will not be counted as a charge
against leave except where the leave taken is Long Service Leave.
(g) Staff entitled
to be paid for public holidays, will be paid in full for any holidays occurring
during a period of absence where worker’s compensation payments are being made.
(h) If the public
holiday occurs during the first two weeks in which staff have been granted
leave without pay, they will be paid for that day at the rate applicable
immediately before the absence.
6.2.2 Picnic day -
(a) Picnic day
occurs on the first Monday in December each year.
(b) Staff not
required to work on picnic day will be paid at their ordinary rate.
(c) Staff required
to work on picnic day will be paid double time and a half for a minimum of four
hours.
6.2.3 Local public
holidays -
(a) If an
additional public holiday is proclaimed by Order in Council or otherwise
gazetted by authority of the Australian or State Government under any acts
throughout the State, that day will be recognised as a holiday for the purposes
of this Award.
(b) Staff are not
entitled to more than one (or two half days) local public holiday in a calendar
year.
6.2.4 Other -
(a) If the RTA
terminates the services of a staff member other than for misconduct or
incompetence, the staff member will be paid a day’s ordinary wages for each
public holiday occurring within 10 consecutive calendar days after the
termination date.
(b) If more than
two public holidays occur within a seven day period, they will be regarded as a
group of holidays. If the first day of the group occurs within 10 consecutive
calendar days after the termination date, the whole group is considered to
occur within the 10 consecutive days, eg. Christmas Day, Boxing Day and New
Year’s Day are regarded as a group.
6.3 Annual leave -
6.3.1 General -
(a) Annual leave
accrues at 1 2/3 days for each completed month of service, up to a maximum of
20 days per year.
Annual leave does not accrue for:
unauthorised absences
leave without pay exceeding five working days in a
leave year unless the leave is taken during annual close down.
(b) Annual leave is
to be taken:
in one consecutive period up to six months after the
completion of 12 months service
with agreement of the RTA, in not more than three
periods throughout the year
at a time convenient to the RTA and the staff member.
It is desirable that periods of annual leave plus
public holidays and ADO be taken in whole weeks, ie. Monday to Friday.
(c) In exceptional
circumstances, the RTA may allow staff to accumulate leave up to 40 working
days provided they reduce their leave as soon as possible.
(d) On termination
of employment, staff will be paid the monetary value of accrued annual leave.
6.3.2 Annual close
down -
(a) The current
practice of staff taking all annual leave accrued to 31 December during the
December/January school holiday period will continue to apply.
(b) The RTA may
seek to vary this practice by agreement between management and the majority of
staff for reasons including geographic, climatic or urgent works in which case:
staff may take a minimum of two weeks annual leave for
the Christmas period in addition to the public holidays
the minimum period may be reduced with agreement
between management and the majority of staff either the whole of the office or
specific gangs or depots within an office and the balance of annual leave will
be taken at a time that generally coincides with school holidays.
(c) If whole/part
of a depot is temporarily closed or reduced to a minimum for the purposes of
annual holidays, staff who do not have sufficient leave to cover this period
may be required to take leave without pay.
(d) If staff are
required to take leave without pay during the annual close down period:
they will be paid for all public holidays occurring
during this period
this period will count for the accrual of annual leave.
6.3.3 Shift workers -
(a) Seven day
shift workers’ ordinary working period includes public holidays and Sundays.
They are entitled to the following additional annual leave:
staff rostered continuously for the year as seven day
shift workers - one week
staff rostered for part of the year as seven day shift
workers - one day for every 36 seven day shifts.
Where the additional leave calculation results in a
fraction of a day entitlement, staff will receive:
no additional leave
payment for the time.
(b) For the purpose
of this clause, additional week and days include public holidays, picnic day
and non working days.
6.3.4 Annual leave
loading - Annual leave loading has been rolled up by increasing weekly rates of
pay by 1.35%, the change being implemented effective from 1 December 1994.
6.4 Long service
leave -
(a) Once staff
have completed 10 years service, they are entitled to the following long
service leave:
44 working days on full pay, or
88 working days on half pay.
(b) For each
additional calendar year of service completed, staff will be entitled to 11
working days (15 calendar days) long service leave on full pay.
(c) Long service
leave may be taken at full or half pay at a time that is convenient to the
RTA. Long service leave cannot be taken
for less than one quarter of a day.
(d) Staff members
who have at least five years service as an adult but less than ten years
service, will be paid a proportion of long service leave if their services are
terminated:
by the RTA for any reason other than the staff member's
serious and wilful misconduct, or
by the staff on account of illness, incapacity or
domestic or other pressing necessity, or
on retirement.
(e) Service with
any "State Authority" or any "Government Service" within
the meaning of the Transferred Officers Extended Leave Act, 1961, as
amended and as prescribed in the Act, will be regarded as service for the
purpose of computing long service leave.
(f) Casual staff
members are entitled to have their service recognised for long service leave
purposes.
6.5 Sick leave -
6.5.1 General
(a) In the first
year of service, staff are entitled to sick leave on the following basis:
first 6 months of continuous service:
- 6
days
6-9 months of continuous service:
- 9
days
9-12 months of continuous service:
- 12
days
the RTA may defer payment of sick leave to staff:
- who
take sick leave during their first three months of service
- until
the staff member has completed three months of service.
(b) After the first
year of service, staff will be granted sick leave:
on full pay;
to a maximum of 12 working days in each sick leave
year.
The RTA must be satisfied that staff's absence is not due to
illness or incapacity attributable to misconduct.
(c) For the
purpose of this clause, the sick leave year commences on:
1 January:
- staff
engaged before 1 January 1987
first day of service followed by the anniversary of
that day:
- staff
engaged after 1 January 1987.
(d) Staff re-employed
in the same year are entitled to the lesser of:
a maximum of 12 days sick leave, or
the sick leave staff would have been entitled to had
employment been continuous from the date of first employment in that year.
(e) Previous
periods of employment are not taken into account for sick leave purposes.
(f) All sick leave
not taken during the leave year accumulates and may be used as required for
genuine absences due to illness or incapacity.
(g) If staff are
unable to attend work due to illness, they are to contact their supervisor
within 24 hours and advise:
that they are unable to attend work, and
nature of their illness or incapacity, and
estimated period of absence.
(h) Staff absent
from work for any period due to illness must submit a medical certificate
showing the nature of the illness, if required by the RTA.
(i) Staff who
have used all their accrued sick leave but are unable to return to work due to
illness or incapacity and have supporting medical certificates, may take:
accrued annual leave
accrued long service leave
sick leave without pay.
6.5.2 Leave and
workers’ compensation claims -
(a) Pending the
outcome of a claim for worker's compensation, staff members may be granted
accrued sick leave. If the worker's compensation claim is approved, the sick
leave taken will be restored to the staff member's entitlement.
(b) Staff who are
absent from work for more than 26 weeks and:
have sick leave available
- may use
available sick leave to top-up the difference between the statutory rate and
ordinary rate of weekly wage
they do not have sick leave available
- will receive
statutory weekly compensation payments only.
6.5.3 Illness when on
annual or long service leave -
(a) Staff who are
sick for any period when they are on annual leave or for a week or more whilst
on long service leave and who have a supporting medical certificate:
will be entitled to accrued sick leave for the period covered
by the medical certificate
the annual or long service leave replaced by the sick leave
will be re-credited to the staff member’s entitlement.
(b) Sick leave will
not be granted for annual or long service leave taken prior to resignation or
termination of services.
6.6 Maternity
leave -
(a) Female staff,
excluding casuals, are entitled to maternity leave to allow them to retain
their position and return to work within a reasonable time after the birth of
their child.
(b) Maternity
leave may be granted on the basis of:
unpaid maternity leave
- up to nine
weeks before the expected date of birth
- up to 12
months after the actual date of birth
paid maternity leave
- staff
completing 40 weeks continuous service prior to the birth are entitled to nine
weeks full pay from the date maternity leave starts.
6.7 Adoption leave
-
(a) Staff, excluding
casuals, are entitled to adoption leave for the adoption of a child under
school age, provided that they are to be the primary care giver of the child.
(b) From the date
of taking custody of the child, adoption leave will be given on the following
basis:
three weeks on full pay if they have completed 40 weeks
continuous full or part-time service ( but not casual staff), or
an extended period of up to 52 weeks, taken from the
time of placement of the child, as
- available
annual leave, long service leave followed by leave without pay, and/or
- leave without
pay only.
6.8 Parental leave
-
(a) Parental leave
is available to staff who are not entitled to maternity or adoption leave.
(b) Staff may be
granted up to 52 weeks unpaid parental leave to share in the responsibility of
caring for their young children.
(c) Leave may
commence any time up to two years from the date of birth or adoption of the
child. The leave may be taken full time
for up to 12 months or on a part time basis over a period of up to two years.
6.9 Family and
community service leave -
(a) Staff may be
granted family and community service leave:
for reasons related to the family responsibilities of
the staff member, or
for reasons related to the performance of community
service by the staff member, or
in a case of pressing necessity.
(b) The maximum
amount of family and community service leave payable at ordinary rates that may
be granted to a staff member is:
in the first 12 months of service - 19 hours for staff
working a 38 hour week; or
after completion of 12 months service - in any period
of two years, 38 hours after the first year of service; OR
7.6 hours for each completed year of service after 2
years’ continuous service, less any family and community service leave and
short leave already taken by the staff member,
whichever is the greater.
(c) Family and
community service leave is available to part-time staff on a pro-rata basis,
based on the number of hours worked.
(d) Where family
and community service leave has been exhausted, additional paid family and
community service leave of up to 3 days may be granted on a discrete, ‘per
occasion’ basis to a staff member to cover the period necessary to arrange or
attend the funeral of a family member or relative.
(e) For the
purposes of this subclause, ‘family’ means a staff member’s:
spouse;
defacto spouse, being a person of the opposite sex who
lives in the same house as their husband or wife on a bona fide basis, although
they are not legally married;
child or adult child (including an adopted child, step
child, foster child or ex-nuptial child);
parent (including a foster parent or legal guardian);
grandparent or grandchild;
sibling (including the sibling of a spouse or defacto
spouse);
same sex partner who they live with as a defacto
partner on a bona fide domestic basis; or
relative who is a member of the same household where,
for the purposes of this definition:
(i) 'relative'
means a person related by blood, marriage, affinity or Aboriginal kinship structures;
(ii) 'affinity'
means a relationship that one spouse or partner has to the relatives of
another; and
(iii) 'household'
means a family group living in the same domestic dwelling.
(f) Subject to
approval, accrued sick leave may be accessed when family and community service
leave has been exhausted, to allow staff to provide short-term care or support
for a family member who is ill.
(g) Access to
other forms of leave is available to staff members for reasons related to
family responsibilities or community service, subject to approval. These include:
Accrued recreation leave.
Leave without pay.
Make up time.
(h) Depending on
the circumstances, an individual form of leave, or a combination of leave
options may be taken. It is the RTA’s
intention that each request for family and community service leave be
considered equitably and fairly.
(i) A staff
member appointed to the RTA who has had immediate previous employment in the
NSW Public Sector may transfer their family and community service leave accruals
from the previous employer.
6.10 Study leave -
(a) Staff are
entitled to study leave if they are studying a course which:
is appropriate to their present classification, or
is relevant to the RTA, or
provides progression or reclassification opportunities.
(b) Study leave
will be granted on the following basis:
face to face students:
- half
an hour for every hour of lectures, up to a maximum of four hours per week, or
- 20
days per academic year
whichever is the lesser
correspondence students:
- half an hour
for every hour of lecture time in the face-to-face course, up to a maximum of
four hours per week, or
- 20 days per
academic year
whichever is the lesser.
6.11 Examination
and pre-examination leave - To assist staff attempting final examinations in
approved courses and to free them from work immediately prior to an
examination, staff will be given a maximum of:
five days examination leave per calendar year for time
occupied in travelling to and from and attending the examination, or
half a day for pre-examination leave on the day of
examination, up to a maximum of five days per calendar year.
6.12 Military
leave -
(a) Staff who are
part time members of naval, military (including 21st Construction Regiment) or
air force reserves will be eligible for military leave on the following basis:
military forces:
- 14
calendar days annual training
- 14
calendar days instruction school, class or course
naval forces:
- 13
calendar days annual training
- 13
calendar days instruction school, class or course
air force:
- 16
calendar days annual training
- 16
calendar days instruction school, class or course.
(b) Staff are also
entitled to an additional grant of up to four calendar days for additional
obligatory training.
6.13 Special leave
- Staff may be granted special leave for certain activities that are not
covered by other forms of leave, including:
jury service
moving residence
as a witness when called or subpoenaed by the Crown
emergency volunteers
declared emergencies
emergency services and bush fire fighting courses
volunteers in policing - education programs
trade union activities and training
- trade
union training (up to 12 days per two years)
- attending
as a witness for a trade union
- assisting
counsel or acting as a union advocate
- acting
as member of a conciliation committee
- loan
of services to a trade union
- member
of union executives or councils
ex-armed services personnel: Medical Review Board etc.
National Aborigines' Day
miscellaneous:
- returning
officer
- local
government - holding official office
- retirement
seminars
- naturalisation
- bone
marrow donors
- exchange
awards - Rotary or Lions
- sport
- Olympic and Commonwealth Games
- graduation
and other academic ceremonies
- professional
or learned society meetings/conferences.
7.
Travel/Accommodation
7.1 Camping areas
-
(a) When
necessary, the RTA will provide camping areas with agreed facilities, standards
and conditions for staff, free of charge.
(b) Camps will not
be erected within:
33 km of the General Post Office, Sydney
16 km of the General Post Office, Newcastle.
7.2 Camping
facilities -
7.2.1 General -
(a) Camps
established after 19 February 1986 will have pathways with overhead shelter and
lighting between the accommodation cubicles and the bathroom.
(b) Bedroom
accommodation will consist of a single cubicle for each staff member not less
than 14.2 cubic metres in size and containing:
lining and ceiling
bedstead and innerspring or rubber mattress
table, seat and lockable wardrobe
timber floors and suitable floor coverings
door and fly-proof screen door
moveable window and a fly proof gauze
locking facilities (no alike keys)
electric or LPG lighting and heating
electric fan, if electricity is available.
(c) Separate
kitchen facilities will be provided for cooking, refrigerating and preparing
food on the following basis:
in camps established after 19 February 1986, or when
existing building services become unserviceable or need renovation, :
- 3000 mm x
3000 mm x 2200 mm in size for up to eight staff
- 3000 mm x
7200 mm x 2200 mm in size for 9-16 staff
- 3000 mm x
3000 mm x 2200 mm for each additional eight staff in camps with more than 16
staff
- separated
from the dining room or divided by a ceiling to floor partition fitted with a
door
- fully lined
and ceiled
all doors and windows fitted with fly proof screens
must not contain the only external entrance/exit door
floor completely covered with vinyl or similar
substance
one gas or electric cooking stove (including four hot
plates and an oven) for every four staff
sufficient food storage cupboards and bench space
0.04 cubic metres of refrigeration space per staff and
freezing facilities
one wall/roof mounted exhaust fan for each stove, if
electricity is available
one stainless steel sink with hot and cold water, for
each stove
gas or electric urns for boiling water.
(d) Separate
dining room facilities will be provided on the following basis:
in camps established on or after 19 February 1986 or
when existing buildings become unserviceable or need renovation:
- 3000 mm x
4200 mm x 2200 mm in size for up to eight staff.
- 3000 mm x
7200 mm x 2200 mm in size for 9-16 staff.
- 3000 mm x
3000 mm x 2200 mm for each additional eight staff in camps with more than 16
staff.
separated from the kitchen or divided by a ceiling to
floor partition fitted with a door;
fully lined and ceiled;
all doors and windows fitted with fly proof screens;
floor completely covered with vinyl or similar
substance;
one table 1200 mm long for every four staff;
no more than four tables in a dining room 3000 mm x
7200 mm in size;
four chairs with back rests for each table;
ceiling or wall fans, or if camps are located in
distant places as outlined in subclause 4.4.2 (a) Distant places, reverse cycle
air conditioning units will be installed instead of ceiling or wall fans, if
electricity is available;
electric or gas heaters.
(e) Bathroom
facilities will be provided on the following basis:
camps established on or after 19 February 1986 or when
existing buildings/facilities become unserviceable or require renovation:
- three
showers and three wash basins for every sixteen staff
- minimum
of two showers and two wash basins for up to eight staff
hot and cold water;
fully lined and ceiled;
floor completely covered with tiles or similar
substance;
adequate drainage from the floor;
entrance door fitted with fly proof screens;
sufficient exhaust fans in the roof or walls, if
electricity is available.
(f) Laundry
facilities will be provided on the following basis:
one wash tub for every 10 staff;
sufficient number of electric or gas coppers;
hot and cold water;
fully lined and ceiled;
clothes line.
(g) Sanitary
conveniences, which will be situated within reasonable distance from the
accommodation facilities, will be provided on the following basis:
three toilets for every 16 staff;
minimum of two toilets for up to eight staff;
each toilet will be partitioned off;
fly proofed;
erected to provide shade and protection from the
weather;
kept in a clean and hygienic condition with sufficient
covering to ensure decency;
sewered in camps established for an expected period of
at least 12 months, and if sewerage is not available, an alternative will be
provided;
situated away from the water supply and food stuffs so
as to avoid contamination.
(h) The RTA will
provide fuel/electricity necessary for:
lighting;
heating;
cooking;
refrigeration.
(i) The RTA will
provide an adequate supply of water:
reasonably convenient to all parts of the camp;
stored in a covered container with a tap attached in
order to prevent pollution;
inspected frequently and cleaned out when necessary.
(j) The RTA will
provide adequate drainage and the removal and dispersion of effluent from the
mess room, laundry and bathroom.
(k) Recreation
facilities will be provided on the following basis:
in camps established on or after 19 February 1986 or
when existing buildings become unserviceable or need renovation:
- for
17-32 staff, a separate recreation room/building will be erected;
- for
each additional 16 staff members, an additional recreation room or building;
for up to 16 staff, the dining room may be used as a
recreation area;
fully lined and ceiled;
adequately ventilated by means of gauzed windows and
doors;
all doors and windows fitted with fly proof screens;
ceiling and wall fans, or if camps are located in
distant places as outlined in clause 4.4.2 a). Distant places, reverse cycle
air conditioning units will be installed instead of ceiling or wall fans, if
electricity is available;
separated from all other rooms or buildings in the
camp;
large enough to accommodate a table tennis table, dart
boards and hooky boards.
7.2.2 Camp standards
- The designs for the camp facilities outlined in this Award are set out in the
following standard drawings for camps established on or after 19 February 1986
or when existing buildings/facilities become unserviceable or need renovation:
0000.000.AB.5190
Kitchen & dining room for eight and 16 staff
0000.000.AB.5191
Kitchen, dining & recreation room for 24 staff
0000.000.AB.5192
Kitchen, dining & recreation room for 32 staff
0000.000.AB.5193
Transportable amenities building diagrams
(covers bathroom and toilets for eight and 16 staff)
0000.000.AB.5194
Transportable bunk houses diagrams
(sleeping cabin for one staff member)
0000.000.AB.5195
Transportable laundry diagrams
0000.000.AB.5196
Transportable amenities building sketch only
(caravans for two staff members)
0000.000.AB.5197
Transportable amenities building diagrams
(covers bathroom and toilets for 24 and 32 staff).
7.2.3 Camp
maintenance and security -
(a) The RTA will
maintain the camp in a clean and sanitary condition, free from undergrowth,
long grass, dangerous trees and vermin.
(b) Proper
provision will be made for the disposal of garbage and any night soil.
(c) A camp
attendant will be allocated to each camp and will be responsible for keeping
the camp clean and tidy. For camps with
more than 30 staff, the camp attendant will be employed on a full time basis.
(d) If a camp is
established for a period of at least 12 months, there will be:
a chain wire fence at least 1.8m high erected around the camp
lockable gates attached to the fence so that the camp may be
completely enclosed.
(e) If possible, a
telephone will be connected at the camp and will be available for staff to use
at their own cost.
7.2.4 Caravans -
(a) Caravans will
not be used to provide camping accommodation in the following circumstances:
staff working in construction gangs, where a camp is
established for an expected period of at least six months
maintenance gangs that regularly camp in fixed
locations in the course of a maintenance run.
(b) Caravans will:
accommodate a maximum of two staff in single sleeping
cubicles with a minimum floor space of 4.18m² each (two berth caravans will be
a minimum of 4.87m long)
be fitted with an electric or port-a- gas stove
have hot and cold water if they are equipped with
shower and bathing facilities
be fitted with beds and innerspring or rubber
mattresses
be heated by means of electricity or LPG.
(c) The dining and
sleeping areas of caravans will be fitted with ceiling or wall fans, or if
caravans are located in distant places, reverse cycle air conditioning units
will be installed instead of ceiling or wall fans, if electricity is available.
7.2.5 Camping
allowance -
(a) Staff who wish
to return home at weekends, will be paid an allowance as set out in Table 2 -
Other Rates and Allowances, of Part B, Monetary Rates plus an additional allowance
as set out in Table 2 - Other Rates and Allowances, of Part B, Monetary Rates
for each 10 km or part thereof in excess of 100 km, on each occasion they
return home provided they:
work as required during the ordinary working hours, and
work on the working day before a weekend, and
work on the day after a weekend, and
notify the RTA or its representative no later than the
Tuesday of each week, and
return home for the weekend.
(b) This allowance
does not apply to staff where a conveyance is provided by the RTA to:
transport staff to and from the place of work and the
established centre where the organisation is based.
(c) Staff will be
considered to have returned home if they are absent from their accommodation
for not less than half the hours between finishing work in the one week and
commencing work in the next.
(d) Staff required
to camp, either at the direction of the RTA or because no transport facilities
are available to them, will be paid a camping allowance as set out in Table 2 -
Other Rates and Allowances, of Part B, Monetary Rates for each day that they
remain in an established camp or an amount for each day that they remain in a
non- established camp. An established
camp is a camp which meets the requirements of clause 7.2 of this Award. However, they will not be entitled to this
allowance for any working day on which they are absent except in cases of
sickness or any other reason beyond their control. If the RTA provides a cook then half of the above camping
allowance will be payable.
(e) Time spent
travelling between the camp or place of residence at a construction site and
the place of work in excess of 20 minutes each way will be paid for at the
ordinary rate of pay. Staff will not be required to leave camp earlier than is
reasonably necessary to get them to work by starting time.
(f) Staff engaged
in snow clearing operations will be paid the camping allowance without
deduction at any camp where meals are cooked by paid staff of the RTA.
(g) Staff rostered
to stand-by at snow clearing camps provided by the RTA will be paid a meal
allowance as set out in Table 2 - Other Rates and Allowances, of Part B,
Monetary Rates for each breakfast, lunch and dinner occurring during the
stand-by period.
7.2.6 Provision for
stores - If a camp does not have a store/shop which enables commodities to be
purchased by staff and tradespeople do not call, the RTA will provide free
transport up to three times a week, to enable commodities to be obtained from
the nearest town by an elected delegate of staff.
7.3 Fares and
travelling - This clause does not apply to:
laboratory testing assistants, except when employed on
a construction site
surveyors' field hands who report to the same fixed
establishment, permanent office or depot of the RTA each day
staff attached to the Sydney Harbour Bridge maintenance
office
general services officers
staff camped at or residing at the work place
traffic signal-non trades staff.
7.3.1 Fares -
(a) This subclause
applies where a fare can be established by a recognised public transport route
from the staff member's residence to the work place or established pick-up
point.
(b) Staff who
travel to and from work by public transport will be paid all fares actually and
necessarily incurred in excess of an amount per week or an amount per day as
set out in Table 2 - Other Rates and Allowances, of Part B, Monetary Rates,
However, if the RTA provides camping facilities or equivalent, and staff travel
to and from their residence each day, fares in excess of an amount per week as
set out in Table 2 - Other Rates and Allowances, of Part B, Monetary Rates,
will not be paid.
(c) Staff who
spend more than 10 minutes travelling each way between the nearest stopping
place of any public transport and work will be paid for the time at the
ordinary rate of pay.
Walking time will be at the rate of 1
km in 12 minutes.
(d) If staff
members elect to travel by their own transport, or because public transport is
unavailable/impracticable, the RTA will pay the fare equivalent of public transport.
(e) Fares will
only be paid if a staff member makes a claim within 14 days of the date the
expense was incurred.
7.3.2 Travelling
allowance - The following travelling allowance provisions will not apply where
payment is made in accordance with the preceding subclause 7.3.1, Fares.
(a) If camping
facilities are not provided, public transport is not available and the RTA does
not provide transport, staff will be paid an amount per day as set out in Table
2 - Other Rates and Allowances, of Part B, Monetary Rates for the following
distances:
|
3 but not more than 10 km
|
|
more than 10 but not more than 20 km
|
|
more than 20 but not more than 30 km
|
|
more than 30 but not more than 40 km
|
|
more than 40 but not more than 50 km
|
|
more than 50 but not more than 60 km
|
|
more than 60 but not more than 70 km
|
|
more than 70 but not more than 80 km
|
|
more than 80 but not more than 90 km
|
|
more than 90 but not more than 100 km
|
(b) If the work or
established reporting place is more than 100 km from the staff's residence, the
RTA will provide camping facilities, transport or accommodation.
(c) If the RTA
provides camping facilities and staff choose to travel to and from their
residence each day, the RTA will not pay a travelling allowance in excess of
the camping allowance.
7.3.3 Transport
provided by the RTA -
(a) If the RTA
provides transport for staff to and from work and an established pick-up point,
or to a point no more than 3 km from the staff member's residence, staff will
be paid at ordinary rates for travelling time in excess of 10 minutes each way.
(b) If the RTA
provides a vehicle:
travelling time will not be more than reasonable,
allowing for the speed of the vehicle and the conditions of the road
vehicles will leave promptly at finishing time
staff will not have to travel a distance further than
required
vehicles will be fitted with suitable seating
accommodation and a cover to protect staff from the weather
explosives must not be carried on vehicles transporting
staff.
(c) If the RTA
transfers staff during working hours from one job to another, the RTA must:
notify the staff member one day before the transfer
pay for travelling time and fares
return staff to the point from which they were
transferred if the RTA was unable to notify them the day before.
7.3.4 Traffic
signals-non trades staff -
(a) This clause
applies to traffic signals-non trades staff only
(b) Staff required
to travel to work at another place more than 5 km from their headquarters and
further from their homes than the headquarters, will be credited with full time
at the single rate for:
the difference between the time necessary for them to
leave their home for the temporary location and the time they would leave for
the depot to work a shift commencing at the same time
the difference between the time they would arrive at
their home on the end of their shift and the time they would arrive had they
worked a similar shift at the headquarters.
(c) Staff required
to travel to work within 5 km of headquarters will not be credited with
travelling time unless they are required to report at the headquarters before
work.
(d) Staff will be
paid for time spent travelling while they are on duty on the following basis:
maximum of 12 hours out of every 24 hours from the time
travel commenced on a particular day
if a sleeping berth is provided, a maximum of eight
hours out of every 24 hours from the time travel commenced on a particular day.
(e) Staff required
to travel to or from work (that is away from their headquarters) by train before
midnight and arriving before 6.00 am are entitled, where work permits, to:
a maximum of eight hours rest time
payment for any part of the eight hours that extends
into their working time up to a maximum of four hours.
(f) Staff who are
temporarily transferred from headquarters to another place of work because of a
strike or traffic conditions will not be credited with any travelling time.
(g) Staff members
who work in a higher grade for more than two hours of any shift and incur
travelling time to work that shift will be paid for travelling time at the same
rate as time worked.
"Headquarters" means the depot to which staff
are attached or the place at which staff are ordinarily required to commence
and finish work.
7.4 Country or
distant work -
(a) Country work
means employment that requires staff to live away from their usual place of
residence.
(b) The RTA will
provide fares, and return fares if applicable, for all staff who are sent from:
city to country centre
one country centre to another centre
a country centre to the city.
(c) If a staff
member is sent from one place to another, the RTA will:
provide reasonable board and lodging, or
provide camping facilities, or
pay an allowance per day as set out in Table 2 - Other
Rates and Allowances, of Part B, Monetary Rates.
(d) For broken
parts of a week where camping facilities are not provided, the RTA will:
provide reasonable board and lodging, or
pay an allowance per day as set out in Table 2 - Other
Rates and Allowances, of Part B, Monetary Rates.
(e) Reasonable
lodging for the purpose of this clause means lodging in a well kept
establishment, of at least 2 1/2 star motel accommodation (as defined in the
NRMA Accommodation Directory) in either a single room or a twin room if a
single room is not available. If
suitable motel accommodation is not available single room hotel accommodation
may be provided.
(f) As an
alternative to the provision of reasonable board and lodging, the RTA will
provide reasonable lodging and staff may elect to receive an amount as set out
in Table 2 - Other Rates and Allowances, of Part B, Monetary Rates, and
incidental expenses incurred for the following meals taken:
- breakfast
- lunch
- dinner
- incidentals
(per night away from residence or headquarters).
(g) Staff in
receipt of full board and lodgings are entitled to an incidental payment of an
amount for each night spent away from residence or headquarters as set out in
Table 2 - Other Rates and Allowances, of Part B, Monetary Rates.
(h) If staff return
home at weekends they will be paid according to the provisions of clause 7.2.5
Camping allowance.
(i) Time spent
travelling to and from country work will be paid at ordinary rates in addition
to wages. However, staff will not be
paid more than an ordinary day’s wages for travelling time not exceeding 24
hours.
(j) Staff sent
from one place to another will be paid an amount as set out in Table 2 - Other
Rates and Allowances, of Part B, Monetary Rates, for each meal hour while
travelling and if they are required to spend the night during the trip they
will be paid an amount as set out in Table 2 - Other Rates and Allowances, of
Part B, Monetary Rates for a bed. The same allowances apply to the return trip.
(k) Staff
transferred to another job at their own request will not be entitled to payment
for fares or allowances.
(l) Except in
emergencies, staff required to report for duty on country work will be notified
at least one day before it is necessary for them to travel.
(m) If the RTA and
staff engaged on country work agree in writing, the ADO may be taken at a time
mutually agreed, up to a maximum accrual of five days. Refer to 4.2 Working hours.
7.5 Amenities -
7.5.1 General -
(a) The RTA will
provide amenities for staff engaged on all works in accordance with the Code of
Practice - Amenities for Construction Work, 1997.
(b) The RTA will
provide a suitable and secure weatherproof lock-up at the work place for
tradespersons to store their tools. If a lock-up is not provided, and tools are
stolen by reason of the RTA's negligence, the staff will be compensated for the
loss in accordance with subclause 8.6, Tools.
(c) Gangers will
be provided with shed accommodation adjacent to the work.
7.5.2 Sydney Harbour
Bridge maintenance staff
(a) The RTA will
provide a "clean/dirty" complex for staff to store their personal
clothing separate from their protective clothing.
(b) The complex
will provide sufficient washing and showering facilities, separated from the
dirty section of the complex.
(c) Staff will be
allowed the following breaks:
five minutes before lunch to wash and put away personal
belongings
10 minutes before lunch for staff who have been
performing high risk tasks, to shower and put away personal belongings (refer
to Appendix C for the meaning of "high risk tasks")
10 minutes before finishing time to shower
enough time before lunch and finishing time to reach a
complex from their place of work on the bridge.
(d) Staff will be
provided with separate accommodation for the storage of their clothes, tools
and food and it must not contain any painting materials.
7.6 Tea breaks and
drinking water -
(a) Staff other
than Sydney Harbour Bridge maintenance staff, are entitled to a paid 20 minute
morning tea break as agreed with the RTA which should not necessarily cause a
stoppage of work.
(b) The RTA will
provide:
tea and coffee making facilities
cool drinking water.
(c) Sydney Harbour
Bridge maintenance staff are entitled to a 10 minute morning tea break to be
taken in conjunction with their lunch break as well as a 10 minute tea break
immediately before finishing time.
8. Other Conditions
8.1 First-aid -
(a) For details,
refer to the Occupational Health and Safety (First Aid) Regulation 1989.
(b) If a staff
member has a serious accident at work or travelling to or from the camp, the
RTA will provide transport to the nearest hospital or doctor.
(c) If the RTA
appoints staff to perform first-aid, they will be paid an additional amount per
day as set out in Table 2 - Other Rates and Allowances, of Part B, Monetary
Rates.
8.2 Contributions/Union
representatives -
(a) Where staff
members authorise the RTA in writing to deduct union fees from their wage, the
RTA will where practical, make the deduction and forward it to the unions.
(b) Staff members
elected as job representatives, who have notified and have been accepted by the
RTA as accredited representatives of the union(s) shall be allowed sufficient
time during working hours to interview the supervisor, manager and/or the staff
members who they represent on matters affecting staff.
8.3 Certificates
and licences - Weekly rates of pay as set out in Table 1- Rates of Pay, of Part
B, Monetary Rates include a component of 50 cents per week for drivers’
licences whether or not staff are required to drive plant items or motor
vehicles, effective from the first full pay period to commence on or after 1
July 1997.
8.4 Protective
clothing - The RTA shall provide such personal protective clothing and
equipment, as prescribed in Safe Working Method Statements, to ensure the
health and safety of staff at the workplace.
8.5 Work apparel -
8.5.1 General -
(a) The work
apparel issued to staff in accordance with this clause is in addition to
protective or safety clothing and equipment issued in accordance with any other
determination or approval of the RTA.
(b) The RTA will
issue, free of cost to staff, the following work apparel.
|
Item
|
Number
|
|
|
|
|
trousers
|
five (5)
|
|
shorts
|
in any combination
|
|
long pants
|
|
|
shirt (long sleeve) - high visibility
|
five (5)
|
|
windcheater (Sloppy Joe)-
|
two (2)
|
|
jacket (light, heavy or spray)
|
two (2)
|
|
socks (long)
|
five (5)
|
|
belt
|
one (1)
|
|
hat (stockman style)
|
one (1)
|
|
gearbag
|
one (1)
|
|
one pair of overalls may be substituted for any
pants/shirt combination.
|
|
(c) Work apparel will
be replaced on a fair wear and tear, new for old exchange basis.
(d) It is a
condition of employment that staff must wear the work apparel that is issued to
them by the RTA whilst on duty.
(e) Staff will be
responsible for the cost of laundering and maintenance of work apparel issued
to them.
(f) Casual staff
will be initially issued with two sets of trouser and shirt combinations, plus
essential items, e.g. belts, socks, etc. Other items will be issued on a needs
basis, e.g. winter jackets.
8.6 Tools -
8.6.1 Issue -
(a) The RTA will
provide staff with the following necessary special tools to perform their work:
bricklayers:
- scutch
combs, hammers (excluding mash and brick hammers), rubber mallets and T squares
carpenters:
- dogs
and cramps of all descriptions
- bars
of all descriptions over 61 cm long
- augers
of all sizes
- star
bits and bits not normally used in a brace
- hammers
(except claw hammers and tack hammers)
- glue
pots and glue brushes
- dowel
plates, trammels, hand thumb screws and soldering irons
plasterers:
- grass
brushes for concrete, plasterweld, etc.
plumbers:
- metal
pots, mandrills, long dummies
- stock
and dies for iron
- copper
and brass pipes
- cutters,
tongs, vices
- taps
and drills
- ratchets,
files, cramps, caulking tools
- hacksaw
and blades
- welding
and brazing outfits
- goggles,
when necessary
- liquid
petroleum gas equipment, when necessary
- all
shop tools
- the
usual kit bag of tools will be supplied by the staff
shipwright - boat builder:
- beetles,
horse irons, cramps
- pitch
ladles, mops, drift bolts, spanners
- stripping
bars and punches
- all
augers 32 mm and over
- dowelling
bits
- plumbs
and levels
- boring
tools for power machines
signwriters:
- all
brushes
general:
- all
power tools shall be provided where in the opinion of the RTA they are
considered necessary
plant operators:
- tools
as customarily provided
(Plant operators:
- are
responsible for replacing tools that are lost through their negligence
- will
be given a receipt for the tools and an acknowledgment of their return, and
- on
termination of service will have the value of any tools lost through their
negligence deducted from their wages.)
transport workers:
- tools,
ropes and packing.
8.6.2 Sharpening
tools -
(a) The RTA will
provide the following facilities for staff to sharpen their tools during work:
carpenters/bridge and wharf carpenters:
- a
suitable sand grindstone or a carborundum stone
- if the
grindstone or carborundum stone is not driven by mechanical power, additional
assistance for turning the stone
bridge and wharf carpenters/shipwright boat builders:
- saw
files.
8.6.3 Insuring tools
-
(a) The RTA will
insure tradespersons’ tools against loss or damage by fire while the tools are
on the RTA’s premises.
(b) The RTA will
reimburse tradespersons for loss of tools on the following basis:
up to a value as set out in Table 2 - Other Rates and
Allowances, of Part B, Monetary Rates
if the RTA has requested the tools be stored on the job
they are stolen by breaking and entering outside
ordinary working hours.
(c) The RTA may
require staff to provide a list of their tools.
8.6.4 Transporting
tools -
(a) The RTA will
transport tradespersons’ tools to the nearest public conveyance when:
tradespersons on construction and maintenance work
are transferred from one job to another
on termination of employment, except where a staff
member resigns or is dismissed for misconduct.
8.7 Grievance
resolution and dispute settlement -
8.7.1 Grievance
resolution -
(a) A grievance is
defined as a personal complaint or difficulty.
A grievance may:
relate to a perceived denial of an entitlement
relate to a perceived lack of training opportunities
involve a suspected discrimination or harassment.
(b) The RTA has a
grievance resolution policy and grievance resolution guidelines and procedures
which should be observed when grievances arise.
(c) The RTA’s
policy, guidelines and procedures are detailed in Appendix D, Grievance
Resolution.
(d) While the
policy, guidelines and procedures are being followed, normal work will
continue.
8.7.2 Dispute
settlement -
(a) A dispute is
defined as a complaint or difficulty which affects more than one staff member.
A dispute may relate to a change in the working conditions of staff that is
perceived to have negative implications for that group.
(b) It is essential
that management and the unions consult on all issues of mutual interest and
concern, not only those issues that are considered likely to result in a
dispute.
(c) Failure to
consult on all issues of mutual interest and concern to management and the
unions is contrary to the intention of these procedures.
1. If a dispute
arises in a particular work location which cannot be resolved between staff or
their representative and the supervising staff, the dispute must be referred to
the RTA's Manager of the Employee Relations Section or another nominated
officer who will then arrange for the issue to be discussed with the unions.
2. If the issue
cannot be resolved at this level, the issue must be referred to senior
management.
3. If the issue
cannot be resolved at this level, the issue may be referred to the Industrial
Relations Commission of NSW
4. While these
procedures are continuing, no work stoppage or any other form of work
limitation shall occur.
5. The union/s
reserve the right to vary this procedure where a safety factor is involved.
8.8 Anti-Discrimination
-
(a) It is the
intention of the parties bound by this Award to seek to achieve the object in
section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace. This includes discrimination on the
grounds of race, sex, marital status, disability, homosexuality, transgender
identity and age.
(b) It follows
that in fulfilling their obligations under the dispute resolution procedure
prescribed by this Award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this Award are not
directly or indirectly discriminatory in the effects. It will be consistent
with the fulfilment of these obligations for the parties to make application to
vary any provisions of the award, which by its terms or operation, has a direct
or indirect discriminatory effect.
(c) Under the Anti-Discrimination
Act 1977, it is unlawful to victimise an employee because the employee has
made or may make or has been involved in a complaint of unlawful discrimination
or harassment.
(d) Nothing in
this clause is to be taken to effect:
(i) Any conduct
or act which is specifically exempted from anti-discrimination legislation;
(ii) Offering or
providing junior rates of pay to persons under 21 years of age;
(iii) Any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
(iv) A party to this
award from pursuing matters of unlawful discrimination in any State or federal
jurisdiction.
(e) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the legislation referred to in this clause.
NOTES -
(1) Employers and
employees may also be subject to Commonwealth anti-discrimination legislation.
(2) Section 56(d)
of the Anti-Discrimination Act 1977 provides:
"Nothing in the Act affects ......... any other act
or practice of a body established to propagate religion that conforms to the
doctrines of that religion or is necessary to avoid injury to the religious
susceptibilities of the adherents of that religion."
9. Leave Reserved
Leave is reserved to the parties to apply as they may be
advised in respect of:
(i) income
protection insurance
(ii) on call
allowance
(iii) shift work
(iv) fares,
travelling, camping and sustenance
(v) Wages
Classification Structure.
PART B
MONETARY RATES
Table 1 - Rates of
Pay
|
Classification
|
2% Opve
ffpp o/a
1/1/2000
per week
$
|
2% Opve
ffpp o/a
1/1/2001
per week
$
|
|
General Services Officer - Grade 2 (Cleaner)
|
541.80
|
552.60
|
|
Transport Worker - Grade 1
(including inclement weather)
|
564.50
|
575.80
|
|
Patch Mixer Armstrong Holland
Labourers assisting plant inspector testing bitumen
sprayers
|
568.90
|
580.30
|
|
Assistant Depothand
|
573.30
|
584.80
|
|
Axehand
|
|
|
|
Bridge Foundations - Labourer engaged in boring (except
for Machinehand)
|
|
|
|
Tar/Bituminous Labourer - other
|
|
|
|
Cylinder sinking - Benoto process - attendant
|
|
|
|
Trench Labourer - excavating - from 0.9m to 3m deep (if
using pneumatic machines, will be paid at least Machinehand’s rates)
|
|
|
|
Ironworkers Assistant
|
|
|
|
Electric Motor Attendants U/74.6kw
|
|
|
|
Second Class Field Hand
|
|
|
|
SHB maintenance - Ironworkers Assistant
|
|
|
|
SHB maintenance - Ironworkers Assistant
(chipping, scraping)
|
|
|
|
SHB maintenance - Ironworkers Assistant
(cleaning pylon)
|
|
|
|
SHB maintenance - Ironworkers Assistant (water jet)
|
|
|
|
Driller-Operator’s Assistant - diamond/shot drilling
machine, large
|
577.70
|
589.30
|
|
Driller - Operator’s Assistant - diamond/shot drilling
machine, small
|
|
|
|
Electric Motor Attendant from 74.6 to 186.5kw
|
|
|
|
Greaser assigned to an excavator
|
|
|
|
Greaser assigned to workshop duties
|
|
|
|
Security Officer - Grade 2
|
|
|
|
Traffic Signals Labourer
|
|
|
|
Maintenance Labourer
|
582.70
|
594.40
|
|
Bituminous Gang Labourer
|
|
|
|
Maintenance Patroller
|
|
|
|
Stone Handling Plant - all other attendants at plant
|
|
|
|
First Class Field Hand
|
|
|
|
Amenities Attendant (including camp) sanitary/garbage
labourer
|
588.50
|
600.30
|
|
Clerical Work - Labourer
|
|
|
|
Fencer
|
|
|
|
Traffic Controller
|
|
|
|
General Labourer - not otherwise classified
|
|
|
|
Greaser
|
|
|
|
Labourer - bending reinforcing steel
|
|
|
|
Labourer - planting, spraying/ lopping trees
|
|
|
|
Labourer - tarring bridge/woodwork
|
|
|
|
Labourer - loading, unloading/ stacking materials other
than cement
|
|
|
|
Motor/Pump Attendant
|
|
|
|
Tiphand/Loading Tallyhand
|
|
|
|
Tradesperson’s Labourer - on construction work
|
|
|
|
Winch Operator - other winches
|
|
|
|
Transport Worker - Grade 2 (including inclement weather)
|
|
|
|
Traffic Line Marking - other attendant
|
593.70
|
605.60
|
|
Transport Worker - Grade 3 (including inclement weather)
|
|
|
|
Rotary Earth Digger (auger type) Operator from 48.5 to
74.6kw
|
598.10
|
610.10
|
|
Air Compressor Operator
|
|
|
|
Electric Motor Attendant on motors over 186.5kw
|
|
|
|
Greaser member of field service truck crew
|
|
|
|
Operator other cranes - lifting capacity up to and
including 5.1 tonnes
|
|
|
|
SHB Maintenance - Air Compressor Operator
|
|
|
|
Barring Down - Labourer
|
603.60
|
615.70
|
|
Bridge Carpenter’s - Labourer (including demolition work)
|
|
|
|
Laboratory Testing Assistant
|
|
|
|
Pipelayer and/or Jointer
|
|
|
|
Central Mortar Batch Plant - Operator
|
|
|
|
Trench Labourer - excavating over 3m to 6.1m deep
|
|
|
|
Driller - Operator - diamond/shot drilling machine, small
|
|
|
|
Manual Kerb Extruding Machine Operator
|
|
|
|
Labourer engaged in the erection and placement of steel
wire mattresses
|
|
|
|
Trenching Machine Operator - 15kw and under
|
|
|
|
Operator of a pile driving/drawing machine
|
|
|
|
Security Officer - Grade 3
|
|
|
|
Special Class Field Hand
|
|
|
|
Footpath Roller Operator 1.5 tonnes and under
|
|
|
|
Labourer, sulphur capping
|
|
|
|
Rotary Earth Digger (auger type) Operator over 74.6 to
111.9kw
|
608.50
|
620.70
|
|
Sand Blast Operator
|
|
|
|
Tow Truck Attendant - SHB approaches
|
|
|
|
Operator - other cranes O/5.1 to 10.2 tonnes
|
|
|
|
Bituminous Spraying Plant Operator U/7000 litre capacity
|
|
|
|
Tractor Operator without p o attachments U/48.5kw
|
|
|
|
Winch Operator - in shafts - human beings
|
|
|
|
Technician’s Assistant - Class 1 Year 1
|
|
|
|
Transport Worker - Grade 4 (including inclement weather)
|
|
|
|
Pressure Grouter’s Assistant
|
613.90
|
626.20
|
|
Automatic Kerb Extruding Trimmer and Paver
|
|
|
|
Machine Operator 48.5kw and under
|
|
|
|
Traffic Line Marking Operator or Machine Attendant
|
|
|
|
Technician’s Assistant - Class 1 Year 2
|
|
|
|
Bricklayer’s Labourer
|
619.10
|
631.50
|
|
Cement - Labourer loading, unloading/stacking
|
|
|
|
Crane Chaser
|
|
|
|
Erector, structural steel
|
|
|
|
Labourer, placing precast blocks and metal strips in
reinforced earth construction
|
|
|
|
Machine Drill/Tool Sharpener
|
|
|
|
Machinehand/Pneumatic Pickhand/Tamperhand
|
|
|
|
Peghand/Employee Boning
|
|
|
|
Powder Monkey’s Assistant
|
|
|
|
Rigger’s Assistant/Hemp Rope Splicer
|
|
|
|
Timberhand up to 6.1m deep
|
|
|
|
Concrete Worker
including - floater, form erector and/or stripping, jazzering/tampering,
Concrete Cutting or Drilling Machine Operator, Kerb and/or Gutter Layer,
Assistant Concrete Pump Operator
|
|
|
|
Labourer bending reinforced steel to pattern or plan
|
|
|
|
Drill Operator - shot drilling machine, large
|
|
|
|
Curing and Texturing Machine Operator
|
|
|
|
Tower Crane - where the driving platform is up to 30.5m
above ground
|
|
|
|
Operator - mobile crane U/5.1 tonnes
|
|
|
|
Operator - floating crane U/5.1 tonnes
|
|
|
|
Operator - other cranes 10.2 to 15.2 tonnes
|
|
|
|
Road Roller Operator - other
|
|
|
|
Operator - Caldwell Drilling Machine
|
|
|
|
Rotary Earth Digger (auger type) Operator over 111.9kw
|
625.00
|
637.50
|
|
Central concrete batch plant - Weigher and Batcher
|
|
|
|
Accesshole Builder
|
|
|
|
Trench Labourer - excavating from 6.1m to 12.2m deep
|
625.00
|
637.50
|
|
Hot Mix Plant Operator - other
|
|
|
|
Field Assistant
|
|
|
|
Store Attendant - including recording catalogue numbers
|
|
|
|
Stone Handling Plant Attendant
|
|
|
|
Labourer engaged in the erection and placement of steel
wire box gabions
|
|
|
|
Operator - tower crane O/30.5m
|
|
|
|
Operator - mobile crane 5.1 to 10.2 tonnes
|
|
|
|
Operator floating
crane 5.1 to 10.2 tonnes
|
|
|
|
Road Roller Operator - self propelled pneumatic tyred
O/30.5 tonnes
|
|
|
|
Bituminous Spray Operator Driver U/7000 litre capacity
|
|
|
|
Tractor Operator without p o attachments O/48.5kw
|
|
|
|
Tractor Operator with p o attachments U/48.5kw
|
|
|
|
Forklift Operator
|
|
|
|
Mechanical Sweeper Operator
|
|
|
|
Spreader - self propelled, hopper and conveyer belt type
operator
|
|
|
|
Trenching Machine Operator O/15 to 30kw
|
|
|
|
Technician’s Assistant - Class 2 Year 1
|
|
|
|
Operator Tunnel Washer
|
|
|
|
Operator Paxton - Mitchell Super Snoop
|
|
|
|
SHB maintenance
Store Attendant - including recording catalogue numbers
|
|
|
|
Operator - other cranes 15.2 to 20.3 tonnes
|
631.00
|
643.60
|
|
Augerhand - pneumatic or electric augers/timber boring
machine
|
636.10
|
648.80
|
|
Frankipile Operator
|
|
|
|
Pile Driver Operator
|
|
|
|
Powder Monkey
|
|
|
|
Scaffolder (certificated)
|
|
|
|
Timberhand over 6.1m deep
|
|
|
|
Wire Rope Splicer (not being a certificated rigger)
|
|
|
|
Concrete Finisher
|
|
|
|
Concrete Kerb Finisher
and Patcher (steel, wooden, rubber or mechanical trowel)
|
|
|
|
Labourer placing /tack welding reinforcing steel
|
|
|
|
Pressure Grouter
|
|
|
|
Automatic Kerb Extruding Trimmer and Paver
|
|
|
|
Machine Operator - from 48.5 to 97kw
|
|
|
|
Excavator Operator U/0.57 cu metres
|
|
|
|
Bricklayer
|
|
|
|
Bridge and Wharf Carpenter
|
|
|
|
Carpenter and Joiner
|
636.10
|
648.80
|
|
Painter
|
|
|
|
Plasterer
|
|
|
|
Stonemason
|
|
|
|
Tile Layer
|
|
|
|
Boilermaker/Structural Steel Tradesperson
|
|
|
|
Engraving Machinist
|
|
|
|
Fitter
|
|
|
|
Machinist (metal trade) - Class 1
|
|
|
|
Motor Mechanic
|
|
|
|
Plant Mechanic
|
|
|
|
Shipwright and/or Boat Builder
|
|
|
|
Sheetmetal Worker -First Class
|
|
|
|
Motor Trimmer
|
|
|
|
Turner
|
|
|
|
Welder - First Class
|
|
|
|
Technician’s Assistant - Class 2 Year 2
|
|
|
|
Laboratory Worker - equipment maintenance (M & R lab)
|
|
|
|
Tow Truck Driver - SHB approaches
|
|
|
|
SHB maintenance - Painter and/or Mixer
|
|
|
|
SHB maintenance - Painter (airless spray)
|
|
|
|
SHB maintenance - Painter (water jet)
|
|
|
|
SHB maintenance - Fitter
|
|
|
|
SHB maintenance - Carpenter
|
|
|
|
SHB maintenance - Boilermaker
|
|
|
|
SHB maintenance - Blacksmith
|
|
|
|
SHB maintenance - Plasterer
|
|
|
|
Traffic Emergency Patroller
|
|
|
|
Transport Worker - Grade 5 (including inclement weather)
|
|
|
|
Pile Driver - loading on sheer legs or pile frame to 30.5
tonnes lift
|
642.50
|
655.40
|
|
Operator of mobile track drill - independent rotation
|
|
|
|
Hot Mix Plant Operator - plant with capacity of under
1474.2kg per batch
|
|
|
|
Store Attendant - high rise operation
|
|
|
|
Pug Mill Operator rated capacity under 1474.2kg per batch
or equivalent
|
|
|
|
Operator - mobile crane 10.2 to 15.2 tonnes
|
|
|
|
Operator - floating crane 10.2 to 15.2 tonnes
|
|
|
|
Dumper Operator - including scrapers U/15.2 tonnes
|
|
|
|
Dumper Operator - including scrapers 15.2 to 20.3 tonnes
|
|
|
|
Grade Operator - self propelled U/74.6kw
|
|
|
|
Snow Clearing Plant - Grader Operator self propelled
U/74.6kw
|
|
|
|
Pavement Finishing Machine Operator
|
642.50
|
655.40
|
|
Drainer
|
|
|
|
Plumber
|
|
|
|
Blacksmith
|
|
|
|
Marker Off
|
|
|
|
Welder Special Class
|
|
|
|
SHB maintenance - Plumber
|
|
|
|
SHB maintenance Marker Off
|
|
|
|
Doghand
|
647.80
|
660.80
|
|
Rigger (certificated) and Wire Rope Splicer
|
|
|
|
Operator - mobile crane 15.2 to 20.3 tonnes
|
|
|
|
Operator - floating crane 15.2 to 20.3 tonnes
|
|
|
|
Dumper Operator - including scrapers 20.3 to 25.4 tonnes
|
|
|
|
Excavator Operator 0.57 to 1.53 cu metres
|
|
|
|
Delarue Loader Operator
|
|
|
|
Road Roller Operator - tamping foot O/112kw
|
|
|
|
Locomotive Operator
|
|
|
|
Tractor Operator with p o attachments 48.5 to 97kw
|
|
|
|
Spreader self-propelled - hopper and conveyer belt type -
Operator Driver
|
|
|
|
Woodworking Machinist - Grade A
|
|
|
|
Operator - Trencher Vermeer
|
|
|
|
Transport Worker - Grade 6 (including inclement weather)
|
|
|
|
SHB maintenance - Rigger
|
|
|
|
SHB maintenance - Lofty Crane Driver
|
|
|
|
Pug Mill Operator - rated capacity 1474.2kg but less than
6000kg
|
655.20
|
668.30
|
|
Slipform Concrete Paving Machine Operator
|
|
|
|
Dumper Operator - including scrapers 25.4 to 30.5 tonnes
|
|
|
|
Grade Operator - self propelled over 74.6kw
|
|
|
|
Tractor Operator with p o attachments 97 to 220kw
|
|
|
|
Snow Clearing Plant - Grader Operator - self propelled
O/74.6kw
|
|
|
|
Signwriter
|
|
|
|
Pattern Maker
|
|
|
|
Toolmaker
|
|
|
|
Operator - stabilising plant ARAN ASR200
|
|
|
|
Dumper Operator - including scrapers over/30.5 tonnes
|
659.80
|
673.00
|
|
Snow Clearing Plant
|
|
|
|
Snow Plough Operator - blower type
|
|
|
|
Snow Plough Operator - blade type 145.5kw
|
|
|
|
Shaft Miner
|
666.50
|
679.80
|
|
Excavator Operator 1.53 to 3.06 cu metre
|
|
|
|
Auto Grade Operator - trimming and spreading machine
|
666.50
|
679.80
|
|
Bituminous Spraying Plant Operator over/7000 litre
|
|
|
|
Tractor Operator with po attachments over/220kw
|
|
|
|
Operator - rotor mill pavement profiler
|
|
|
|
Pug Mill Operator rated capacity of 6000kg or more
|
671.30
|
684.70
|
|
Ganger - up to nine staff; nil major plant items
|
|
|
|
Mechanical Tradesperson - Special Class
|
|
|
|
Transport Worker - Grade 7 (including inclement weather)
|
|
|
|
Excavator Operator from 3.06 to 5.35 cu metres
|
677.70
|
691.30
|
|
Air Conditioning Mechanic
|
|
|
|
Electrical Fitter
|
|
|
|
Electrical Mechanic
|
|
|
|
Radio Fitter Mechanic
|
|
|
|
SHB maintenance - Electrical Mechanic
|
|
|
|
Excavator Operator over 5.35 cu metres
|
689.80
|
703.60
|
|
Bitumen Sprayer Operator Driver over 7000 litre
|
|
|
|
Ganger - up to nine staff; up to three major plant items
|
|
|
|
Ganger - 10-15 staff; nil major plant items
|
|
|
|
Ganger - up to nine staff; 4-5 major plant items
|
695.60
|
709.50
|
|
Ganger - 16 staff or more; nil major plant items
|
702.40
|
716.40
|
|
Ganger - up to nine staff; six or more major plant items
|
709.20
|
723.40
|
|
Ganger - 10-15 staff; up to three major plant items
|
|
|
|
Transport Worker - Grade 8 (including inclement weather)
|
|
|
|
Ganger - 10-15 staff; 4-5 major plant items
|
714.40
|
728.70
|
|
Ganger - 16 staff or more; up to three major plant items
|
722.10
|
736.50
|
|
Ganger - 10-15 staff; six or more major plant items.
|
727.80
|
742.40
|
|
Ganger - 16 staff or more; 4-5 major plant items
|
|
|
|
Ganger - 16 staff or more; six or more major plant items.
|
741.30
|
756.10
|
Apprentices
|
Classification
|
2%Opve
ffpp o/a
1/1/2000
per week
$
|
2% Opve
ffpp o/a
1/1/2001
per week
$
|
|
Apprentice 1st Year
|
282.30
|
287.90
|
|
Apprentice 2nd Year
|
367.40
|
374.40
|
|
Apprentice 3rd Year
|
467.20
|
476.50
|
|
Apprentice 4th Year
|
536.70
|
547.40
|
Table 2 - Other Rates and Allowances
|
Clause
No.
|
Description
|
2%
Opve
Ffpp o/a
1/1/2000
$
|
2%
Opve
ffpp o/a
1/1/2001
$
|
|
Other Rates -
|
|
5.2.1
|
Transport Workers
|
|
|
|
(b)
|
HIAB Crane
|
26.10
|
26.60 pw
|
|
5.2.2
|
Leading Hand
|
|
|
|
(a)
|
Labourers and Plant Operators
|
|
|
|
|
2-5 staff
|
19.20
|
19.60 pw
|
|
|
6-10 staff
|
26.90
|
27.40 pw
|
|
|
More than 10 staff
|
34.40
|
35.10 pw
|
|
(b)
|
Skilled Trades, SHB Employees and Transport Workers
|
|
|
|
|
Labourers and Plant Operators
|
|
|
|
|
2-5 staff
|
31.20
|
31.80 pw
|
|
|
6-10 staff
|
39.70
|
40.50 pw
|
|
|
More than 10 staff
|
51.90
|
52.90 pw
|
|
5.2.3
|
Skilled Tradespersons
|
|
|
|
(b)
|
Building Trades - marking/setting out
|
18.10
|
18.50 pw
|
|
5.2.3
|
Electrical Tradespersons
|
|
|
|
|
Electrical Mechanics Licence ‘A’ Grade
|
28.90
|
29.50 pw
|
|
|
Electrical Mechanics Licence ‘B’ Grade
|
15.50
|
15.80 pw
|
|
5.2.4
|
Plumbers Licences
|
|
|
|
(a)
|
Plumber Licence
|
0.77
|
0.79 ph
|
|
|
Gasfitter Licence
|
0.77
|
0.79 ph
|
|
|
Drainer Licence
|
0.64
|
0.65 ph
|
|
|
Plumber & Gasfitter Licence
|
1.00
|
1.02 ph
|
|
|
Plumber & Drainer Licence
|
1.00
|
1.02 ph
|
|
|
Gasfitter & Drainer Licence
|
1.00
|
1.02 ph
|
|
|
Plumber, Gasfitter & Drainer Licence
|
1.37
|
1.40 ph
|
|
5.2.5
|
Skilled Trades and Apprentices -
Tool Allowance
|
|
|
|
|
Blacksmith
|
19.10
|
19.10 pw
|
|
|
Boilermaker/Structural Steel Tradesperson
|
19.10
|
19.10 pw
|
|
|
Bricklayer
|
13.60
|
13.60 pw
|
|
|
Bridge and Wharf Carpenter
|
19.10
|
19.10 pw
|
|
|
Cabinet Maker
|
19.10
|
19.10 pw
|
|
|
Carpenter
|
19.10
|
19.10 pw
|
|
|
Civil Engineering Construction Carpenter
|
19.10
|
19.10 pw
|
|
|
Drainer
|
19.10
|
19.10 pw
|
|
|
Electrical Fitter
|
10.10
|
10.10 pw
|
|
|
Electrical Mechanic
|
10.10
|
10.10 pw
|
|
|
Electronics Tradesperson
|
10.10
|
10.10 pw
|
|
|
Fitter
|
19.10
|
19.10 pw
|
|
|
Machinist (Metal Trades) 1st Class
|
19.10
|
19.10 pw
|
|
|
Marker Off
|
19.10
|
19.10 pw
|
|
|
Mechanical Tradesperson Special Class
|
19.10
|
19.10 pw
|
|
|
Motor Mechanic
|
19.10
|
19.10 pw
|
|
|
Painter
|
4.60
|
4.60 pw
|
|
|
Patternmaker
|
19.10
|
19.10 pw
|
|
|
Plant Electrician
|
10.10
|
10.10 pw
|
|
|
Plant Mechanic
|
19.10
|
19.10 pw
|
|
|
Plasterer
|
15.50
|
15.50 pw
|
|
|
Plumber
|
19.10
|
19.10 pw
|
|
|
Plumber & Gasfitter
|
19.10
|
19.10 pw
|
|
|
Plumber, Gasfitter & Drainer
|
19.10
|
19.10 pw
|
|
|
Radio Fitter/Mechanic
|
10.10
|
10.10 pw
|
|
|
Refrigerator/Air Conditioner Mechanic
|
10.10
|
10.10 pw
|
|
|
Sheetmetal Worker 1st Class
|
19.10
|
19.10 pw
|
|
|
Signwriter
|
4.60
|
4.60 pw
|
|
|
Toolmaker
|
19.10
|
19.10 pw
|
|
|
Turner
|
19.10
|
19.10 pw
|
|
|
Welder 1st Class
|
19.10
|
19.10 pw
|
|
|
Welder Special Class
|
19.10
|
19.10 pw
|
|
5.2.6
|
Sydney Harbour Bridge Maintenance Staff
|
|
|
|
(a)
|
Sydney Harbour Bridge Allowance
|
117.10
|
119.40 pw
|
|
|
Allowances
|
|
|
|
5.4.2
|
High Risk Money
|
|
|
|
(a)
|
Sydney Harbour Bridge Maintenance Staff
|
1.42
|
1.45 ph
|
|
|
|
|
|
|
5.4.3
|
Asbestos Materials
|
|
|
|
|
Tradespersons
|
0.58
|
0.59 ph
|
|
|
|
|
|
|
5.4.4
|
Asbestos Eradication
|
|
|
|
(c)
|
Tradespersons
|
1.56
|
1.59 ph
|
|
5.4.5
|
Asphalt Plant Repairs
|
|
|
|
|
Tradespersons
|
0.58
|
0.59
|
|
5.4.6
|
Long/Wide Loads Allowance
|
|
|
|
(a)
|
Transport Workers
|
|
|
|
|
2.90m wide or 18.29m long or 4.30m high
|
1.4765
|
1.5060 ph
|
|
|
minimum payment
|
5.91
|
6.03 ph
|
|
|
3.36m wide or 21.34m long or 4.58m high
|
2.7642
|
2.8195 ph
|
|
|
minimum payment
|
11.06
|
11.28 ph
|
|
(b)
|
Rear end steering
|
4.0418
|
4.1226 ph
|
|
|
|
16.17
|
16.49 ph
|
|
5.4.7
|
Tow Truck Drivers & Attendants
|
|
|
|
|
Sydney Harbour Bridge & Approaches
|
0.62
|
0.63 ph
|
|
|
|
|
|
|
|
Overtime
|
|
|
|
5.6.2
|
Meal Allowance
|
|
|
|
(a)
|
First meal
|
8.00
|
8.00
|
|
(b)
|
Subsequent meal
|
6.65
|
6.65
|
|
|
Camping Facilities
|
|
|
|
7.2.5
|
Camping Allowance
|
|
|
|
(a)
|
Return Home Allowance
|
36.50
|
36.50
|
|
|
Each additional 10 km
|
1.45
|
1.45
|
|
(d)
|
Camp Allowance
|
22.40
|
22.40
|
|
|
Non established camps
|
28.55
|
28.55
|
|
(g)
|
Snow Clearing - meal allowance
|
8.00
|
8.00
|
|
|
Fares and Travelling
|
|
|
|
7.3.1
|
Fares
|
|
|
|
(b)
|
per week
|
1.00
|
1.00
|
|
|
per day
|
0.20
|
0.20
|
|
|
in excess
|
2.40
|
2.40
|
|
|
|
|
|
|
7.3.2
|
Travelling Allowance
|
|
|
|
(a)
|
3 - 10
km
|
3.70
|
3.70
|
|
|
10 - 20 km
|
7.30
|
7.30
|
|
|
20 - 30 km
|
11.00
|
11.00
|
|
|
30 - 40 km
|
14.60
|
14.60
|
|
|
40 - 50 km
|
18.30
|
18.30
|
|
|
50 - 60 km
|
21.90
|
21.90
|
|
|
60 - 70 km
|
25.60
|
25.60
|
|
|
70 - 80 km
|
29.20
|
29.20
|
|
|
80 - 90 km
|
32.90
|
32.90
|
|
|
90 - 100 km
|
36.50
|
36.50
|
|
|
|
|
|
|
7.4
|
Country or Distant Work
|
|
|
|
(c)
|
Board & lodging
|
428.40
|
428.40
|
|
(d)
|
Broken parts of week where camp not provided
|
61.20
|
61.20
|
|
(f)
|
Breakfast
|
13.00
|
13.00
|
|
|
Lunch
|
9.00
|
9.00
|
|
|
Dinner
|
22.40
|
22.40
|
|
|
Incidentals
|
5.00
|
5.00
|
|
(j)
|
Meal hour while travelling
|
8.00
|
8.00
|
|
|
required to stay over night (Bed)
|
61.20
|
61.20
|
|
|
Other Conditions
|
|
|
|
8.1
|
First-Aid
|
|
|
|
(c)
|
First-aid Allowance
|
2.04
|
2.08
|
|
8.4
|
Protective Clothing
|
|
|
|
|
Creosote
|
|
|
|
(c)
|
Fill containers
|
0.53
|
0.54
|
|
|
|
|
|
|
8.6.3
|
Insuring tools
|
|
|
|
(b)
|
Reimbursement for loss
|
1110.00
|
1110.00
|
Appendix a - Workplace Reform
A1. Parties to the
award - The parties bound by the Award are the Roads and Traffic Authority
(hereinafter called the "RTA") and:
The Australian Workers' Union, New South Wales
Construction, Forestry, Mining and Energy Union
(Construction & General Division) NSW Divisional Branch
Electrical Trades Union of Australia, New South Wales
Branch
Transport Workers' Union of Australia (New South Wales
Branch)
Automotive, Food, Metals, Engineering, Printing and
Kindred Industries Union, NSW Branch
New South Wales Plumbers and Gasfitters Employees Union
Australian Liquor, Hospitality and Miscellaneous
Workers Union, Miscellaneous Workers Division, New South Wales Branch
The parties, other than the RTA, will hereinafter be called
the "unions".
A2. Enterprise
bargaining infrastructure - Implementation of continuous improvement will be
based on consultation. The following bodies will assist in facilitating a
consultative and participative approach.
A2.1 RTA's Single
Bargaining Unit (SBU) - A joint advisory group, to be called the Single
Bargaining Unit, consisting of nominated representatives from the unions, Labor
Council and RTA management will meet regularly and continue to oversee the
development, negotiation and implementation of an agreed enterprise arrangement
to ensure:
a consistent approach
an effective implementation process in order to achieve
the agreed outcomes within the allotted time frames
the achievement of sustainable and measurable
productivity improvements.
A2.2 Project Teams -
Project teams will be established, if required to oversee the technical
development and implementation of the RTA’s workplace reform agenda items.
Project teams will be under the
managerial control of an RTA Project Manager and will include both RTA and
union nominated wages staff representatives.
The project teams will provide regular
reports to, and as requested by, the SBU and will refer any problems which
cannot be resolved at the project level to the SBU for determination.
A2.3 Wages Staff Task
Groups - Wages staff task groups will be established as required to research
and provide recommendations in line with the agreed terms of reference.
A2.4 Regional
Consultative Groups - Regional Consultative Groups will continue in each
regional area of the Operations Directorate and will include both RTA nominees
and union nominated wages staff.
The groups' role will be to continue
to promote positive cooperation in overseeing the implementation of each of the
RTA’s workplace reform agenda areas within the directorate and to resolve any
localised issues including industrial problems that arise during the
implementation process.
The groups will provide regular
minutes/reports to, and as requested by, the SBU and will refer any problems
which cannot be resolved at the directorate level to the SBU for determination.
A2.5 General
principles -
(a) The SBU,
project teams and regional consultative groups will circulate to these groups
minutes of their respective meetings.
(b) Wages staff
representatives assigned to a project team, task group or regional consultative
group will be released from their normal duties, as required to carry out the
responsibilities to which they have been assigned. Should any problems arise
related to such release, they will be referred to the SBU.
(c) Regional
consultative groups will:
be chaired (to be shared) by the union and RTA staff
representatives
develop and implement a communication plan to ensure
that directorate staff are kept fully informed of the work of the group and the
ongoing implementation of the enterprise bargaining process across the
directorate.
(d) The SBU,
project teams and regional consultative groups will be able to second a wages
staff member to the respective body if such staff member has special expertise
relevant to the issue(s) being considered.
(e) Nominated
representatives and group members will have agreed relevant training to assist
them in their roles.
(f) The SBU,
project teams, task groups and regional consultative groups will be
appropriately resourced in regard to clerical backup, time, provision of
information and other identified needs.
A3 Benchmarking -
The parties agree to co-operate in the development of an agreed benchmarking
process to measure performance of the RTA Road Services Business Units against
other public and private sector road services providers.
A4 Process
improvement - The RTA, unions and wages staff are committed to ensuring
effective and efficient customer service and product delivery by analysing and
recommending changes in processes, systems or procedures which will result in
improvement in productivity and/or the elimination of duplication and
waste. The regional consultative groups
will monitor the development and implementation of process improvement and
provide appropriate updates, reports and recommendations to the SBU.
A5 Competency based
training - The parties recognise the need for greater efficiency and
productivity improvements which require a greater commitment to training and
skill development. This commitment includes:
acknowledgement of skills held
developing a more highly skilled and flexible workforce
providing wages staff with the opportunity to acquire
additional skills through appropriate training, thereby improving career
opportunities
ensuring equality and fairness of access to training
for all wages staff based on organisational need to increase flexibility and
productivity
removing barriers to the use of skills acquired, thus
providing greater flexibility and efficiency for the organisation and greater
variety and job satisfaction for the wages staff.
The RTA will develop and implement competency based training
programs that will assist in upskilling and/or multi-skilling wages staff and
will be available and applied equitably to all wages staff. In order to achieve this outcome such
training programs will be:
developed and implemented in consultation with the
unions to link performance in the workplace with the goals of the RTA
evaluated and monitored by the SBU.
Training will be conducted by qualified and accredited
trainers and will consist of on-the-job work experience, self-paced learning,
computer based training and traditional classroom training. It will draw upon both external training
resources and demonstrated in-house training expertise.
Wherever practical, training will meet external
accreditation requirements for industry portability. The RTA will attempt to negotiate articulation (ie. advanced
standing) with TAFE and other educational providers for RTA accredited training
wherever practicable. RTA organised
training programs will be conducted in paid time and within ordinary working
hours, where practicable.
A6 Competency based
classification structure - The parties are committed to finalising the
development of the proposed new skills-based classification structure during
the life of the Award. Benefits of the proposed structure include:
formal recognition of prior learning (skills and competencies)
enhanced career opportunities
facilitation of multi-skilling
provision of jobs that are more satisfying
savings in administrative/processing time.
The parties are committed to meeting customers’ needs by:
designing and implementing a simple single
classification system which maximises flexibility, allows structured career
progression, enhances job satisfaction and maximises job security
increasing wages staff productivity through process
improvement to maximise flexibility, facilitate the introduction of structured
career paths, job rotation and equity in conditions.
A7 Performance
planning and feedback - The RTA will implement a performance planning and
feedback scheme that applies to all wages staff and is:
implemented in consultation with the unions that will
link performance in the workplace with the goals of the RTA, its regions and
work units
supported by appropriate training
evaluated and monitored by the SBU.
This scheme recognises and reflects the increasing
importance of teams in the RTA and their contribution to service and quality.
The parties are committed to:
ensuring teams and wages staff understand the
relationship or interdependence of their role with other teams and wages staff'
clearly defining expectations for each team and wages
staff member against the agreed goals of the RTA and productivity standards
ensuring each team and wages staff member clearly
understands the RTA’s objectives, their work unit's goals and how their role is
integral to the achievement of these objectives and goals
obtaining feedback from teams and wages staff on the
RTA's work practices, management practices and possible innovations
encouraging teams and wages staff to participate in
their work unit’s decision making process.
A8 Conditions of
employment -
(a) The parties
are committed to the development and implementation of changes in conditions of
employment that are customer focused and are equitable in application. Any changes will be:
developed and implemented in consultation with the
unions to link performance in the workplace with the goals of the RTA
evaluated and monitored by the SBU.
(b) In making this
commitment, the parties accept, in principle, the need to:
review current work practices to ensure that they are
customer focused and maximise the effective and efficient use of resources
review and rationalise administrative procedures
reduce and update documentation
ensure, where possible, consistent working conditions
for all wages staff
provide opportunities for all wages staff to better
manage their working and personal lives
review current work patterns to investigate flexible
work arrangements which better meet wages staff and customers’ needs.
A9 Work environment
(a) Occupational
health and safety - The RTA is committed to achieving and maintaining an
accident free and healthy workplace.
This will be achieved by:
implementation of appropriate health and safety
practices and procedures
appropriate management policies and practices
the active and constructive involvement of all wages
staff; and
management and staff representatives participation on
safety committees.
The RTA and wages staff will seek to comply with the
Occupational Health and Safety Act 2000 and other relevant statutory
requirements at all times.
The RTA will encourage wages staff to take a constructive
role in promoting improvements in occupational health, safety and welfare to
assist the RTA in achieving a healthy and safe working environment.
(b) Equality of
employment - The RTA is committed to the implementation of practices which
provide equality of opportunity in employment in an environment that is free of
all forms of discrimination.
(c) Harassment
free workplace - Harassment is any form of conduct which causes offence and is
unacceptable in the workplace.
Harassment is behaviour intimidating and disruptive to the
well being of wages staff and their productivity.
Harassment on the grounds of sex, race, marital status,
physical or mental disability, sexual preference, or age is unlawful in terms
of the Anti-Discrimination Act 1977. No
form of harassment will be condoned by the RTA.
The RTA is committed to ensuring all wages staff work in an
environment free of harassment.
Managers and supervisors will prevent all forms of
harassment by setting personal examples, by ensuring proper standards of
conduct are maintained in the workplace, and by taking immediate and
appropriate measures to stop any form of harassment of which they are aware.
Wages staff are required to refrain from being a party to
any form of harassment in the workplace.
A10 Consultation on
excess staff -
The RTA is committed to managing excess staff through a
consultative approach in accordance with Government policy and continuous
improvement strategies.
The parties are committed to the development and
implementation of a process which will ensure equitable treatment of excess
staff throughout the RTA.
Such a process will include appropriate training, career and
financial assistance counselling, provision of equipment and participation in
the RTA's Job Assist Scheme.
The implementation of any clause in this Award is not
intended to cause any forced redundancies.
It is not the intention that any clause in this Award will
prevent the RTA managing excess staff in accordance with Government policy and
through a consultative process with wages staff and the unions.
A11 Contractors'
protocol -
Where work is to be carried out by contract, including
sub-contract, the RTA will:
abide by the provisions of the Industrial Relations
Management Guidelines, December 1999, as developed by the NSW Government's
Construction Policy Steering Committee.
abide by the terms and conditions of the RTA and
Combined Unions' Contractors' Protocol Policy being developed by the parties.
ensure that all tenders are properly scrutinised to
ensure that prospective tenderers would, if successful, be paying the rates and
providing conditions contained in the appropriate award and/or registered
industrial agreement, as well as complying with other statutory provisions and
RTA specified standards including but not limited to the RTA's safe working
procedures, RTA's traffic control procedures and RTA's quality standards and
the provisions set out in clause A9, Work environment.
on being advised or otherwise becoming aware that a
contractor or sub-contractor is not paying award rates, providing award
conditions or complying with any other statutory provisions and RTA standards
including but not limited to RTA's safe working procedures, RTA's traffic
control procedures and RTA's quality standards, as set out in clause A9, Work
environment, will take necessary action to ensure that the situation is
immediately rectified. Should the
contractor or sub-contractor continue to breach the provision then appropriate
action including termination of contract will, if appropriate, be implemented.
A12 Agreed procedures
for market testing and contracting out -
Where work is presently carried out by RTA wages staff, the
parties agree that the Government's policy on Market Testing and Contracting
Out will be observed. If increased
efficiency through contracting out is to be considered, full consultation on
all aspects, including the contracting out process and the capacity of wages
staff to perform the work under contractual conditions, will take place between
the RTA and the unions before initiating any change to operations presently
carried out by RTA wages staff.
This is to ensure that all parties are informed of plans and
wages staff can offer input, seek clarification of issues and be kept abreast
of major developments. (See Appendix E
for Principles, Definitions and Consultative Process).
A13 Unplanned
absenteeism (Sick leave) -
The parties are committed to the ongoing reduction in the
level of sick leave by continuing to participate in the Attendance Maximisation
Program (AMP). The RTA is proposing to undertake a review of sick leave to
commence at the end of 2001. The purpose of this review is to establish whether
the quantum of sick leave available to wages staff can be further increased.
The parties will continue to negotiate to establish a greater
equity between the sick leave available to wages staff and the sick leave
available to salaried staff and to implement any agreed outcomes of the review
during the life of the next Award.
Wages staff who have a good employment and sick leave record
and who have been suffering from a genuine prolonged illness will continue to
be entitled, by Chief Executive approval, to additional paid sick leave should
they exhaust their existing paid sick leave entitlement.
A14 Spread of hours -
The parties agree to continue negotiations to achieve a
wider and more flexible spread of hours during the life of the Award to enable
the RTA to better meet its customers' needs, give recognition to variations
that exist between locations and types of work and improve the quality of
working life for RTA staff.
A15 Fares/Travelling/Camping/Sustenance
-
The parties agree to establish a working party that will
review fares/travelling/camping/ sustenance arrangements by the end of January
2001. This working party will:
review the existing provisions with a view to eliminating
any anomalies and inequities;
redraft the existing provisions to ensure greater
consistency in the application of these arrangements State-wide; and
subject to cost implications, implement the agreed outcomes.
A16 Total rate of pay
-
The parties agree to review the negotiations for welders in
bridge crews that were conducted under the total rate of pay 'roll up' of
allowances in the previous Enterprise Agreement.
A17 Consultation -
The parties agree that in order to maximise the benefits
that can be obtained through the enterprise bargaining process there is a need
for full and open consultation on all relevant issues affecting wages staff and
unions.
The parties are committed to timely and effective
consultation which will provide RTA wages staff and unions with the opportunity
for input into such matters that impact upon them prior to their
implementation.
A18 Communication -
The parties agree to continue to implement initiatives
designed to ensure that there are structured communication processes between
the RTA’s corporate directorates and Operations Directorate, regional and
frontline areas to ensure timely and accurate upward and downward feedback.
A19 Skill hire -
The parties agree to establish a panel of skillhire
providers, which are acceptable to the RTA and the unions, to provide a ready
source of temporary labour to enable the RTA to better meet any future peaks in
work demand.
A20 Teams focus -
The parties agree to implement a teams-based focus across
Road Services Business Units in order to increase operational efficiency by
delegating more day-to-day decision making to the workplace level.
A21 Income protection
insurance -
The parties agree to continue negotiations on a proposal to
provide staff with the benefits of income protection insurance.
A22 On-call allowance
-
The parties agree to negotiate the provision of an on-call
allowance, including the conditions and circumstances in which the allowance
will be paid.
A23 Shift work -
The parties agree to review shift work arrangements during
the life of this Award, to:
better meet the operational requirements of the RTA
enhance the quality of working life for wages staff
provide adequate remuneration for staff who undertake
shift work.
Appendix B - Implementation
B1 Duration of
the award and operative dates for future wage increases.
(a) This Award
will take effect from 16 November 2000 and will operate until 31 December 2001
and will be replaced by a further Award to operate until 31 December 2003.
(b) Wages staff
covered by this Award will receive:
a 2% increase in base rates of pay payable from the
first full pay period to commence on or after the date of registration
a lump sum payment representing a 2% increase in base
rates of pay from the first pay period on or after 1 January 2000 up to the
date of registration
a 2% increase in base rates of pay payable from the
first full pay period to commence on or after 1 January 2001.
(c) The increases
in base rates will be paid in consideration of the acceptance of this
Award. The new base rates are set out
in Table 1 - Rates of Pay, of Part B, Monetary Rates.
B2 Operative
dates and future increases in other rates and allowances
(a) Work related
allowances eg Leading Hand allowance, will increase in line with percentage
increases in rates of pay outlined in 2.1, and will apply from the same
operative dates.
(b) Expense
related allowances, eg meal and tools, will increase in line with movements of
the same allowances and from the same operative dates as those contained in the
Crown Employees (Skilled Trades) Award.
(c) Movements in
Country or Distant Work and Fares and Travelling allowances will be the subject
of further negotiations between the parties and any agreed outcomes will be
implemented during the life of the Award.
B3 Targets to be
achieved under the award - The following targets are agreed to be achieved
during the life of the Award.
Process Improvement
Target 1 - To implement a skills-based classification
structure across all wages staff by 31 December 2001.
Teams Based Focus
Target 1 - To develop and implement a teams based culture to
facilitate greater wages staff involvement in decision making processes at the
workplace by 31 December 2001.
Competency Based Training/Performance Management
Target 1 - To achieve greater efficiencies in training
expenditure by developing a clearer alignment between the changing functional
role of the RTA and the skills required of wages staff to maximise organisational
efficiency and performance during the life of the Award.
Appendix C - Glossary of Terms
RTA
the Roads and Traffic Authority of New South Wales as
constituted under Section 46 of the Transport Administration Act, 1988.
Staff
persons engaged by the RTA who under previous awards have
been referred to as "Wages employees."
Bituminous Gang Labourer
labourers in a gang engaged on a regular basis in spraying
including:
- flush sealing
- priming
- application
of pre coated or other aggregate
- laying and
spreading of bituminous material.
Camp Or Amenities Attendant:
labourers responsible for maintaining the camp
area/service and job amenities in clean condition
they are responsible for boiling water for staff living
in the camp or working on the job.
Concrete Finisher
staff engaged in the hand finishing of concrete or
cement work
does not include concrete floaters.
Concrete Kerb Finisher and Patcher:
staff engaged in concrete or cement work using a steel,
wooden, rubber or mechanical trowel to finish or patch kerbs laid by kerb
extruding machines
does not include screeders, bagging off or broom
finishing.
Concrete Floater:
staff engaged in concrete or cement work using a
wooden, rubber or mechanical trowel or wooden float
includes bagging off, broom finishing or patching.
Maintenance Labourer:
labourers in a gang engaged in the various classes of
work necessary for maintaining, reconditioning or minor improvements of
existing roads
does not include Bituminous Gang Labourer.
Maintenance Patroller:
labourers usually required to work alone in the
maintenance of any given length of road and in all weather conditions.
Pipelayer/Joiner:
labourers laying/jointing pipes and fittings
does not include a labourer assisting.
Trench Labourer Excavating:
labourers engaged in excavating:
- trenches
or foundations for bridges
- culverts
or keyways for foundations for dams
- includes
shovelling material from a platform or bench in a trench
if excavating in cylinders/coffer dams, the depth will
be measured from the top of the cylinder/coffer dam or the ground level,
whichever is deeper.
Rotary Earth Digger Operator
operators of a mobile truck mounted or self-propelled
machine incorporating cutting bits or augers for boring shafts, piers, and caissons
of various diameters and depths.
Store Attendant - Including Recording Catalogue Numbers
staff required to carry out all the duties of a Store
Attendant associated with the issue and receipt of stores on the computerised
stock system
includes allocating, checking and verifying catalogue
numbers on the following documents from Stores:
- invoices
- delivery
dockets
- stores issue
dockets
- day book.
Labourer Placing Precast Blocks and Metal Strips in
Reinforced Earth Construction
labourers in a gang engaged in various works in
connection with placing, laying or other processes of reinforced earth
construction using precast retaining blocks lifted by mechanical means.
Second-Class Field Hand
staff with less than two years experience in the work
of a surveyor's field hand.
First-Class Field Hand
staff with two years experience as a surveyor's field
hand unless they have had less than six months experience as a field hand in
any one of the following branches of surveying:
- country land
surveying or
- urban land
surveying or
- engineering
surveying.
In these circumstances the staff may be classified as Second
- Class Field Hands in the branch of surveying where they have less than six
months experience until they have had such experience.
Special Class Field Hand:
staff who are first class field hands with at least two
years experience and who have been appointed by the RTA for special duties as
required.
Plant Mechanic
staff engaged in making, repairing, altering and
testing metal parts (including electrics) of engine, frames, tracks,
transmissions and auxiliaries of machines used on construction, earth moving or
similar operation.
Mechanical Tradesperson - Special Class
mechanical tradespersons mainly engaged in any
combination of installing, repairing and maintaining, testing, modifying,
commissioning or fault finding on complex machinery and equipment which uses
hydraulic/pneumatic principles and who are required to read and understand
hydraulic/pneumatic circuitry which controls fluid power systems
minimum of two years on the job experience as a
tradesperson working mainly on fluid power systems to enable carrying out of
this work with minimum supervision and technical guidance
satisfactorily completed a prescribed post trades course
or the achievement to the satisfaction of the RTA of a comparable standard of
skill and knowledge by other means including in-plant training or on the job
experience.
For the purpose of this definition:
"mainly engaged" means regularly over a
period or intermittently during a week;
the following courses in New South Wales are deemed to
be the prescribed post trade course:
- Industrial
Hydraulics 5721
- Industrial
Pneumatics 5268.
Transport Worker Grade 1
staff required to perform any of the following
functions for which they have been trained:
- extra
hand
- yardperson
- rider
of a motorcycle
- rider
or driver of a horse
- driver
of a tow motor
- bicycle
courier
- occasional
driving of vehicles for which a Class 1A driving licence is required.
Transport Worker Grade 2
staff required to drive any of the following vehicles
for which they have been trained:
- two-axle
rigid vehicles with a manufacturers gross vehicle mass of up to 4.5 tonnes
- forklifts
with a capacity of up to 4.5 tonnes
- loaders
- loader of
rail-trucks.
Transport Worker Grade 3
staff required to drive any of the following vehicles
for which they have been trained:
- two-axle
rigid vehicles with a manufacturers gross vehicle mass of over 4.5 tonnes
- forklifts
with a capacity of over 4.5 tonnes and up to 9 tonnes
- straddle
trucks.
Transport Worker Grade 4
staff required to drive any of the following vehicles
for which they have been trained:
- three-axle
rigid vehicles
- forklifts
with a capacity of over 9 tonnes and up to 15 tonnes.
Transport Worker Grade 5
staff required to drive any of the following vehicles
for which they have been trained:
- four-axle
rigid vehicles
- articulated
vehicles with a total of three axles
- rigid
vehicle-trailer combinations with a total of three axles
- forklifts
with a capacity of over 15 tonnes and up to 30 tonnes.
Transport Worker Grade 6
staff required to drive any of the following vehicles
for which they have been trained:
- articulated
vehicles with a total of four axles
- rigid
vehicle-trailer combinations with a total of four axles
- forklifts
with a capacity of over 30 tonnes and up to 60 tonnes.
Transport Worker Grade 7
staff required to drive any of the following vehicles
for which they have been trained:
- articulated
vehicles with a total of five or six axles
- rigid
vehicle-trailer combinations with a total of five, six or seven axles
- forklifts
with a capacity of over 60 tonnes.
Transport Worker Grade 8
staff required to drive any of the following vehicles
for which they have been trained:
- double
articulated vehicles (ie. B - double combination vehicles)
- rigid
vehicle-triple trailer combinations (ie. road trains)
- gantry
cranes.
Traffic Signals Labourer
staff who work as members of a gang or group of
personnel engaged on traffic signals related duties.
Technician's Assistant Class 1
staff who assist technicians in the performance of
duties, generally in a construction gang or with a senior Technician's
Assistant
courier at Rhodes
desirable to possess a current Class 3 driver’s
licence.
Technician's Assistant Class 2
staff who assist a Grade 2 or Grade 3 technician in the
performance of duties (on shift if necessary) as a member of a two or three
person crew
drives vehicles as required
assists supervising technician in the depot
must have a current Class 3 driver’s licence.
General Services Officer Grade 2
staff required to perform the following duties:
- cleaning work
of any description
- bringing into
or maintaining premises in a clean condition in RTA establishments.
General Services Officer Grade 3
staff required to perform a range of duties, but not
limited to any of the following:
- pick up and
delivery of parcels, goods and furniture
- general
maintenance of RTA cars and parking areas
- furniture
removal and storage
- driving of
RTA motor vehicles as required including loading and unloading
- relief
security duties
- minor
clerical functions as required
- minor
cleaning and gardening as required
- other duties
as required
- routine or
minor maintenance not needing a qualified tradesperson.
General Services Officer
part time staff:
- engaged by
the week but required to work a constant number of ordinary hours each week
less than the ordinary number of hours prescribed for weekly staff
casual staff:
- engaged and
paid on a casual basis for a period of not more than 10 consecutive working
days for each engagement but they are not required to work a constant number of
ordinary hours each week.
Leading Hand
staff responsible for any number of staff and for
recording the times of staff under their control.
Sandstone
sandstone, indurated shale, conglomerate, quartz,
quartzite, cherts and any other rock containing more than 50% of free silica
granite, prophyr, gneiss, shist, slate and any other
rock containing 50% or more of silica, and 20% of free silica when worked in a
tunnel cutting with head, shaft, driver, trench one metre or more deep, quarry,
whilst being worked with at least two faces, or other confined space and the
rock is in hard formation requiring the use of percussion tools.
Self-Propelled
capable of moving under its own propulsion.
Mobile
capable of being towed over long distances.
Semi-Mobile
capable of being towed intact over work sites or short
distances.
Portable
capable of being carried intact.
Chassis-Mounted:
mounted on a chassis but having an independent power
unit.
Stationary
usually fixed in location.
Crane
a specially designed structure equipped with mechanical
means for moving a load by raising and/or lowering and transporting it whilst
it is in such state of motion or suspension.
Crane Mobile:
a crane, usually of the jib type, mounted on a
specially designed chassis to permit both load manipulation and travelling
under its own power.
Crane-Tower
a cantilever or jib type crane, mounted on a tower to
facilitate the handling of loads to greater heights than would otherwise be
possible.
Dumper
a self-propelled unit designed for the transportation
of soil, sand, rock, etc., off the highway.
Excavator
the basic unit consists of a revolving or fixed
super-structure, including ‘A’ frame or mast mounted on a base
the super-structure usually carries the power unit and
operating machinery and mobility is achieved through crawler-tracks, wheels,
walkers, pontoons
various attachments may be connected in order that
particular operations may be performed.
Loader-Bucket
a machine fitted with gathering devices and endless
elevating chain or belt attached to a series of buckets.
Loader-Belt Force Feed
a self-propelled or mobile machine fitted with an
endless elevating belt and gathering devices.
Loader-Front End
a self-propelled machine fitted with a bucket from
which the loaded material can be discharged at the loading end only.
Loader-Overhead
a self-propelled machine fitted with a bucket which is
passed over the top of the machine for discharging.
Loader-Belt
a stationary machine fitted with endless elevating
belts with a hopper device.
Tractor
a prime mover mounted on continuous, self-elevating
tracks and normally used for pushing or pulling other equipment or attachments
a prime mover mounted on two or more wheels, and normally
used for pushing or pulling other equipment or attachments.
Winch
a hand or power operated machine usually having a
geared winding drum with or without clutches and brakes, used for exerting a
pull by means of a rope wound round the drum.
Winder
a type of power operated winch fitted with additional
safety devices to make it suitable for the hauling of people and materials up
vertical or inclined tracks.
Manufacturer's Gross Vehicle Mass (Gvm)
the mass of a motor wagon and its load as specified by
the manufacturer
may be ascertained by reference to the model
specification plate attached to the vehicle, or by reference to the RTA, the
manufacturer or its agent.
Trailer
a vehicle, not having its own motive power, attached to
a draw-bar of a motor wagon and powered/hauled by the motor wagon.
Safe System of Work
the Safe System of Work on the Sydney Harbour Bridge is
documented in the Memorandum of Agreement between the Labor Council of NSW, the
unions and the Commissioner for Main Roads, dated 28 October 1988, as amended
from time to time.
High Risk Tasks Sydney Harbour Bridge Maintenance
abrading by mechanical means, dry blasting or flame
cutting or welding of a portion of the bridge structure that is primed or
suspected of being primed with red lead paint
any task associated with the performance of those
duties and which requires compliance with this Award, and includes the need to:
- wear a full
face respirator/shield
- be issued
with a work permit
- wear overalls
and a hood.
Follow the Job Loading
an allowance as compensation for lack of continuity of
employment and for the need to change work locations in the construction
industry.
Inclement Weather
wet weather/abnormal climatic conditions such as hail, cold,
high winds, severe dust storms, extreme high temperatures or any combination.
Industry Allowance
staff working in the open on civil/mechanical engineering
projects and subject to climatic conditions, ie. dust blowing in the wind,
drippings from newly poured concrete, sloppy and muddy conditions, lack of
usual amenities associated with factory work (eg. meal room, change rooms,
lockers etc.).
Appendix D - Grievance Resolution
Policy:
The Authority's grievance resolution policy provides a
system for handling internal grievances which:
recognises the right of an individual to raise any
concern about work-related issues and expect a prompt and fair response;
encourages appropriate behaviour in the workplace; and
raises and maintains high standards of morale and work
satisfaction by providing a work environment where the full potential of each
staff member can be realised.
All managers and supervisors have a responsibility to
identify and resolve, as far as possible, causes of stress to workers under
their control without waiting for a grievance to be expressed first. Every staff member has a responsibility to
avoid treating co-workers in a way that will cause distress.
Coverage: All staff.
Delegation: Supervisor.
Enquiries: Human Resources Managers.
File number: CHN I&E 90/2235
Guidelines:
Definitions
Grievant
The staff member who raises the grievance is referred to as
the grievant. For each grievance there
may be one or more grievants.
Respondent
The staff member who is alleged to have acted unfairly or in
a discriminatory manner or is alleged to be the instigator of the cause of the
grievance is referred to as the respondent.
There may be more than one respondent in any one grievance situation.
Grievance Advisers
The role of a grievance adviser is to listen to a grievance,
offer advice and clarify the facts of
the matter in order to assist the grievant to decide upon appropriate
action. The grievance adviser may also
participate in any discussions or mediation as a support person but not as an
advocate for the grievant. The
grievance adviser does not have responsibility for resolving grievances through action or decision. This responsibility rests with the
appropriate supervisor or manager.
Staff members holding the following positions within the
Authority have been nominated as grievance advisers to provide individuals with
greater flexibility in seeking advice on any work-related problem:
Human Resources Managers
EEO Manager
Spokeswomen
Women's Liaison Officer
Director of Affirmative Action
Grievance Contact Persons
General Principles of Grievance Resolution
These grievance resolution guidelines are based on the
following general principles:
staff involved in grievance resolution should have
access to training;
whenever possible, the immediate supervisor or manager
should be informed, in the first instance, of the grievance so that appropriate
action can be taken;
staff members must have an appropriate degree of choice
about whom to approach with a grievance and desirably, have a choice of
actions;
grievances can be raised either orally or in writing;
grievances are to be resolved as promptly as
practicable;
where a grievance necessarily requires time for
investigation, an initial response advising of proposed action is to be made to
the grievant within two days of the grievance being notified. The investigation is to be completed within
a reasonable time-frame (usually no longer than four weeks);
all functional managers will handle grievances with
understanding, care and consideration;
the rights of every person involved are protected;
the grievant has control of the resolution process,
except in certain cases, such as, where the Authority may be liable or criminal
charges may be laid;
other staff may become involved in grievance resolution
as and when required or in order to provide specialised assistance or to meet
the special needs of EEO target group members;
the confidentiality and the integrity of every person
involved will be maintained;
victimisation of any person involved is totally
unacceptable; and
wherever possible, resolution should be determined in a
way that is satisfactory to those involved, and most importantly to the grievant.
Interpreters
Language and sign interpreters are available, and should be
used where necessary, at any stage of the grievance process. Only professional interpreters should be
used in order to minimise risks to privacy and of error. Where a non-professional interpreter raises
a grievance on behalf of another person, eg a friend or colleague, a minimum
amount of information to identify that a complaint is being made should be
heard. The non-professional interpreter
may then only continue to play a part as a support person if requested to do so
by the grievant.
External Referral Sources
Staff members have the right to choose whether to use the
internal grievance mechanism or an external body. They may approach either or both at any time during the course of
the grievance. Sources of external
assistance are not necessarily limited to those listed below which are included
as a guide only.
Associations/Unions
Anti-Discrimination Board of NSW
Government and Related Employees Appeal Tribunal
(GREAT)
Industrial Commission
Ombudsman
Privacy Committee of NSW
If a staff member approaches an external body during the
course of a grievance, the Authority should be advised.
Protection
A grievant is protected against any action for defamation by
the defence of qualified privilege, provided the grievance is raised in
accordance with these established procedures and does not intentionally make a
malicious or substantially frivolous complaint.
Any staff member who carries out grievance resolution in
accordance with established procedures, or is required to prepare a report
concerning another member of staff is protected against any action for
defamation by the defence of qualified privilege provided that they:
act in accordance with these established procedures;
are not actuated by malice; and
do not publish or make information about the grievance
available to persons who have no legitimate interest in receiving it.
The grievant should not publish or make information
concerning the grievance available to persons who have no legitimate interest
in receiving it.
Documentation
Resolution of grievances should be handled as simply as
possible. Informal notes should be brief, factual and avoid personal opinions. All
parties involved should be given the opportunity to sight and endorse all
material, which should be kept confidential and separate to personal files.
Where the grievance is settled informally within the Authority, the
documentation should be destroyed on settlement. If an external body is used
for a formal settlement, the documentation should be kept for 5 years.
Notations are not to be made on personal files unless a
disciplinary charge has been found proved, in which case the results of the
charge should only be placed on the personal file of the person charged.
Training
Training courses specifically on the resolution of
grievances will be made available to grievance advisers and as many staff
members likely to be involved in the resolution of grievances as possible.
Grievance Resolution
A grievance should only be regarded as satisfactorily
resolved where the outcome is fair having regard to:
any damage and suffering sustained;
the prognosis for the future; and
improvement of the immediate circumstances which gave
rise to the grievance.
The resolution to a grievance must be lawful.
In some cases a final determination may be reached which
does not fully resolve the grievance, or there is no possible action which can
be taken but the parties accept this.
A grievance is also considered concluded although not
resolved when a grievant chooses to withdraw.
In terms of this policy, a respondent has a right to expect
that any penalty or disciplinary action will be appropriate to the degree of
culpability or fault if proven or substantiated, having regard to any damage or
suffering sustained by the grievant, and the potential for future problems.
Appeal Right
Any staff
member who is dissatisfied with
his or her treatment in terms of these procedures may appeal to the Director or
Chief Executive for a re-examination of the decision. This appeal right does not in any way diminish a staff member's
right to seek the assistance or representation of their trade union or
association in the matter.
Procedures:
Any manager, supervisor or grievance adviser consulted by a
grievant should:
listen and be sympathetic to any distress exhibited by
the grievant;
be aware of their own limitations and the grievant's
insecurity and fears as to the possible
repercussions of lodging a grievance;
clarify the facts of the grievance;
if acting as grievance adviser, offer counsel and
advice and refer the grievant to an appropriate functional manager. Normally this would be the grievant's
immediate supervisor or manager unless there is good reason for the referral to
be made to a more senior manager.
Examples of the latter might be where the immediate supervisor/manager
is absent or is the respondent;
if supervisor or manager, take appropriate steps to investigate and resolve the grievance;
ensure the confidentiality and protection of all
parties involved;
wherever possible, take account of the grievant's
wishes for the process of resolution;
ensure the right of the respondent to be heard before
any decision is made; and
if resolution is not possible, conclude the grievance
by advising the grievant of the reasons, the right of appeal and external
options.
Appendix E - Market Testing and Contracting Out
Principles, Definitions and Consultative Process
Principles
Selection of an Area of Work to Market Test - The following
principles underlie the selection of an area of work for market testing:
(a) The area of
work should be capable of being defined precisely. It should allow clear boundaries to be specified and
relationships with other areas of work to be defined.
(b) The area of
work should be capable of being expressed in terms of outcomes rather than the
RTA having to define how the work is to be done.
(c) The
performance of an in-house team or contractor completing the work should be
capable of being accurately measured so that cost and quality are able to be
clearly determined.
(d) There should
be clear competition among bidders for the area of work.
(e) If the work is
contracted out, there should be clear opportunity to penalise or replace
contractors for poor or non-performance without causing significant
interruption to RTA business.
(f) There should
be a reasonable expectation that cost-effectiveness improvements are possible.
(g) The Market
Testing process need be applied only when the scope and nature of the project
is such that there would be "value for money" in doing this. That is, the financial and other costs of
running the process should be justifiable in terms of the expected financial
and non-financial benefits.
Conduct of Market Testing Projects - The following
principles underlie the conduct of a market testing project:
(a) Consultation
with staff and their representatives must be an integral part of the process
(see definition of consultation below).
(b) Market testing
of an area of work will not necessarily lead to contracting out of that
work. The decision to contract out an
area of work or retain it in-house must be based on a robust analysis of costs,
benefits and risks, both financial and non-financial. Issues to be considered include but are not limited to:
track record of performing work of that type and
quality of past work, including consideration of any examples of
non-performance in the past
reports from reference sites
past performance in management of sub-contractors
fitness and quality of the process proposed by the
bidder
financial stability of the firm
ability to meet statutory requirements, including
occupational health and safety requirements, and
calibre of the key people involved in delivery of the
work.
(c) Fair and
effective competition must be maintained among all bidders, including in-house
bid teams. Probity processes must be in
place to ensure no advantage is gained by one bidder over and others but care
must be taken to ensure that probity processes are not so onerous that they
disadvantage any bidders or place heavy costs on the process.
(d) The market
testing process used should facilitate innovation by bidders (including
in-house bidders) and support the pursuit of "best practice". This implies that internal bid teams should
be adequately resources and have access to the relevant expertise in
formulating their bids. (NB. The terms
"innovation" and "best practice" refer to the achievement
of technical and process improvement and not merely cost cutting.)
(e) Equity
objectives should be pursued in addition to efficiency and effectiveness
objectives. This means that equity in
dealing with the RTA’s clients and staff must be maintained or enhanced. Equity in workplace relationships extends to
safety and EEO aspects, as well as consultation with staff and their
representatives. Workplace equity also
implies management should demonstrate appropriate leadership and support all
staff, especially those involved in internal bid processes.
Management of an Area of Work After Market Testing - The
following principles underlie the management of a work area after market
testing, irrespective of whether the work is contracted out or retained
in-house:
(a) The work area
should be managed on an "outcome" basis, allowing room for innovation
and continuous improvement in the way work is performed.
(b) A contract
and/or service level agreement(s) must be negotiated which allows cost and
quality indicators to be monitored and compared over time.
(c) Clear
accountabilities must be established and understood by all parties - the team
undertaking the work and the people responsible for managing the performance or
the work area on behalf of the RTA.
(d) Clear lines of
communication must be defined, including processes for remedying performance
discrepancies and resolution of disputes.
Definitions
(a) "Consultation"
means a process of sharing information and requiring input on key decisions
before they are taken and utilising that input in formulation of the decision
outcome. In a rational decision model,
it may include input to and/or feedback on:
the identification of decision alternatives;
the identification of decision criteria; and
the outcome of evaluation of alternatives against the
criteria.
(b) In an
incremental decision model it may include preparation and dissemination of a
discussion document on a proposed change, gaining feedback on the proposal and
modifying the proposal where appropriate.
(c) Consultation
does no imply a right to veto decisions nor does it imply a right to access
confidential material of a commercial or personal nature. Where a need arises to provide access to
confidential information, a confidentiality control process will be
implemented.
(d) "Market
Testing" is a rational approach to deciding the best value-for-money
method(taking into account cost, benefit and risk) of delivery of an area of
work. It does not refer to
"contracting." Contracting is one possible outcome of a market
testing process.
(e) "Major
Works" are defined as works valued at $500,000 or greater unless approved
as a "Minor Works" by a
Regional Manager. Only major
works are suitable for market testing and usually only where it is an area of
work that is already performed within the RTA.
The RTA may proceed directly to a contract for minor works in circumstances
where in-house resources are unavailable and/or the RTA no longer performs work
of that type.
Consultative Process
|
Step 1
|
(a) Local
management required to identify projects to be considered for Market Testing
and Contracting Out.
(b) Agreement
to proposals sought from Director.
(c) Opinions
of other directors on proposed project sought by relevant Director. Director Corporate Services initiates
preliminary consultation with relevant unions and notification to SBU and
Labour Council.
(d) Relevant unions
advised by Director Corporate Services and input sought. (Two weeks to
respond from date of advice).
(e) Responses
considered by relevant Director and proposals modified where appropriate.
|
|
Step 2
|
(a) Board
advised of nominated projects by relevant Director.
(b) Nominations
considered by Board and which project should proceed to market testing
determined.
(c) Relevant
unions, SBU and Labour Council advised of project approvals by Director
Corporate Services.
|
|
Step 3
|
(a) Project
initiated by local management.
(b) Nominations
called for and, in consultation with relevant unions, in-house bid team
appointed by relevant Director.
(c) In-house
bid team advised of targeted savings / areas for improvement.
(d) Evaluation
committee appointed by relevant Director.
(e) In-house
bid team given time and resources (including appointment of relevant
advisers) to identify and implement processes to achieve target savings and
improvements.
(f) Evaluation
committee reviews improvements made by internal bid team and recommendation
as to whether to proceed to full market testing made to Director.
(g) If
recommendation to proceed to market testing approved, market testing team set
up by local management.
(h) Relevant
probity processes established by local management.
(i) If
determined necessary (ie. to gauge size of market, identify options, etc.)
Expression of Interest called.
(j) Expressions
of interest evaluated and short list prepared.
(k) Request
for Proposal/tender documents prepared by market testing team and
reviewed. Review team to include
evaluation committee and representation from relevant unions.
(l) RFP/tender
documents modified where appropriate by market testing team.
(m) Evaluation
model prepared by market testing team and reviewed. Review team to include evaluation committee and representation
from relevant unions.
(n) Evaluation
model modified where appropriate by market testing team.
(o) RFP/tender
documents issued.
|
|
Step 4
|
(a) Evaluation
conducted by evaluation committee using internal bid team improvements as a
"benchmark".
(b) Draft
evaluation report disseminated to relevant unions by relevant Director, submission of comments requested with a
minimum of two weeks to respond from date of dissemination of report.
|
|
Step 5
|
(a) Union
submissions received and report finalised by evaluation committee and
submitted to relevant Director.
(b) Approval
of evaluation report recommendations sought from Board by relevant Director.
|
|
Step 6
|
(a) Relevant
unions and bidders advised by Relevant Director of decision of Board.
(b) Staff
advised and in-house bid team debriefed by local management.
|
M. SCHMIDT J.
____________________
Printed by the authority of the Industrial Registrar.