MOTOR BUS DRIVERS AND CONDUCTORS (STATE) AWARD
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application
by the Bus and Coach Industrial Association of New South Wales, industrial
organisation of employers.
(Nos. IRC 3167
and 4962 of 2001)
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Before the Honourable Justice Marks
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25 July 2001
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AWARD
1. INDEX
PART A
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Clause No.
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Subject Matter
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1.
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Index
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2.
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Short Title
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3.
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No Extra Claims
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4.
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Wages
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5.
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Payment of Wages
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6.
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Casual Employees
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7.
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Part-time Employees
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8.
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Hours of Employment
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9.
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Meal and Crib Times
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10.
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Mixed Functions
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11.
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Overtime and Other Penalty Payments
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12.
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Saturday and Sunday Work
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13.
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Nightride Shifts
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14.
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Scheduled Railway Maintenance Work
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15.
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Special Hirings
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16.
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Days Off
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17.
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Travelling Time
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SECTION II - Public Holidays and Paid Leave
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18.
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Public Holidays
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19.
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Union Picnic Day
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20
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Sick Leave
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21.
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State Personal/Carers Leave Case August 1996
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22.
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Bereavement Leave
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23.
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Annual Leave
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24.
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Long Service Leave
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25.
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Parental Leave
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SECTION III - Industrial Relations
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26.
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Union Delegate
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27.
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Union Notice Board
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28.
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Union Recognition
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29.
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Disputes Procedure
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30.
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Right of Entry
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31.
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Driver Monitoring Program
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SECTION IV - Occupational Superannuation
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32.
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Permissible Funds
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33.
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Contributions
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SECTION V - General
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34.
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Uniforms
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35.
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Limitation of Driving Hours
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36.
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Defective Vehicles
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37.
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Drivers Duties
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38.
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Terms of Employment
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39.
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Amenities
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40.
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Training of Employees
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41.
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Definitions
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42.
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Leave Reserved
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43.
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Anti Discrimination
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44.
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Area, Incidence and Duration
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PART B
MONETARY RATES
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Table 1
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Wages Rates
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Table 2
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Other Rates and Allowances
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Table 3
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Superannuation
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SECTION I - WAGES AND HOURS OF
EMPLOYMENT
2. SHORT TITLE
The short title of this award shall be the Bus Award.
3. NO EXTRA CLAIMS
The union undertakes not to pursue any extra claims, award
or overaward, for the duration of the award's nominal term.
4. WAGES
i) Full Time Employees - The wages of
full time employees are set out in Table 1 - Wage Rates, of Part B, Monetary
Rates.
ii) Dual
Capacity Allowance
a) An employee called upon to issue
tickets or collect fares shall be paid an additional amount per day, as set out
in Item 1 of Table 2, for each day or part thereof on which he/she so acts.
b) The driver of an articulated bus shall
be paid an additional amount per shift or part thereof as set out in Item 2 of
Table 2 while so engaged.
iii) Notwithstanding any other provision of
this award, trainee employees whilst under the control of a driver instructor
shall be paid at ordinary-time rates of pay, without any allowances or
penalties to apply.
5. PAYMENT OF WAGES
i) a) Wages shall
be paid weekly by cash, cheque or
electronic funds transfer. Provided
that, where
there is agreement
between an employer and a majority of their employees at a yard, its employees
at that yard, may be paid fortnightly.
b) A payday shall be fixed at each place
of employment which, once established, shall not be changed except by agreement
or with seven days notice.
c) Employers will provide a choice of
electronic funds transfer facilities where this is the chosen method of
payment.
ii) a) No employer shall hold more than two
days pay in hand.
b) Cash wages shall be paid without delay
prior to the employee ceasing work on the day set apart as pay day. In the event of the payment of cash wages
being delayed more than 15 minutes beyond the employees finishing time, all
such waiting time shall be paid for at overtime rates.
c) Where wages are paid direct into an employees
bank account, the wages shall be available on the day set apart as pay
day. If the wages are not available to
the employee on the designated day the employee shall contact the employer, who
shall arrange with the bank for the wages to be made available. If, by the day following payday, the wages
are still not available, the employer shall make available to the employee the
equivalent amount in cash. If the bank
then deposits the money in the employees bank account, it shall be repaid to
the employer prior to the next pay day.
iii) Where an employer has more than one
depot, garage or picking-up place, arrangements as to the place of payment of
wages shall be mutually agreed upon between the employer and the union. Failing
agreement, the matter shall be referred to the Conciliation Committee.
iv) Nothing in this clause shall preclude an
employer from making other arrangements as to pay day or period, as may be
found convenient, but only with the consent of the union.
v) Unless the employer is exempted under
the provisions of section 123 of the Industrial
Relations Act 1996, each employee shall be supplied with a pay envelope or
statement in writing on which there shall be endorsed those things required by
section 123 of the Industrial Relations
Act 1996 and clause 6 of the Industrial Relations (General) Regulation 1996
including:
a) the
name of the employee;
b) the
classification of the employee;
c) the
date on which the payment was made;
d) the
period of employment to which the payment relates;
e) the
gross amount of remuneration;
f) the amount paid as overtime or such
information as will enable the employee to calculate the amount paid as
overtime;
g) the
amount deducted for taxation purposes;
h) the
amount deducted as employee contributions for superannuation purposes;
i) the
particulars of all other deductions; and
j) the
net amount paid.
6. CASUAL EMPLOYEES
i) a) Casual employees shall be paid at the
rate prescribed in this award for full time employees, calculated on an hourly
basis, plus 15 per cent for the time worked.
ii) Subject to
clause 15, Special Hirings, casual employees shall be paid in the following
manner:
a) Monday to Friday - Casual employees shall be engaged by the
hour and paid for all time worked to the nearest minute, with a minimum
engagement of one hour; provided that, for all time worked in excess of 38
hours per week or ten hours on any day, the rate of pay shall be time and
one-half.
b) Saturdays - Casual employees shall be engaged for a minimum of four hours
and shall be paid for all time worked at time and one-half.
c) Sunday
- Casual employees shall be engaged for a minimum of five hours and
shall be paid for all time worked at double time.
d) Public Holidays - Casual employees shall be engaged for a
minimum of five hours and shall be paid for all time worked at double time and
one-half.
iii) Clause 11,
Overtime and Other Penalty Payments, shall not apply to casual employees.
7. PART-TIME EMPLOYEES
Employees may be employed on a permanent basis to work
regular days and regular hours less than 38 per week, provided that:
i) The set weekly hours for such an
employee shall be determined upon engagement and committed to writing; provided
that, by mutual agreement, they may be varied to enable the employee to accept
any extra duties that may be offered from time to time.
ii) Notwithstanding subclause (i) of this
clause, a minimum of three hours per day shall be worked by such an employee.
iii) The spread of ordinary hours allowable
for such employees shall be as set out in paragraph (a) of subclause (ii) of
clause 11, Overtime and Other Penalty Payments.
iv) The rate of pay of such employees shall
be calculated on the basis of an hourly rate equal to the appropriate rate as set
out in clause 4, Wages, and divided by 38.
v) Part-time
employees shall attract pro rata entitlement to:
1) annual
leave;
2) annual
leave loading;
3) sick
leave;
4) bereavement
leave;
5) long
service leave;
6) public
holidays that fall within the four school terms
7) union
picnic day; and
8) carers
leave.
8. HOURS OF EMPLOYMENT
i) a) The ordinary hours of work, exclusive
of meal times, shall not exceed 38 per week, excluding
meal breaks.
b) Ordinary
hours shall be worked on one of the following bases:
1) 38 hours to be worked within a working
week not exceeding seven consecutive days, allowing working hours to be reduced
by minutes per day or hours per week; or
2) two weeks worth of worth of working
hours (ie. 76 hours) to be worked
within a working fortnight over 14 consecutive days; or
3) three weeks worth of working hours
(ie. 114 hours) to be worked within a
work cycle not exceeding 21 consecutive days; or
4) four weeks worth of working hours
(ie. 152 hours) to be worked within a work
cycle not exceeding 28 days; or
5) any other arrangement where a weekly
average of 38 hours is worked.
c) Employers and employees may, by
agreement, defer "time off" for up to a maximum of five days with
such deferred time off to be taken within a period of six months from the date
on which agreement to defer was reached.
d) Employers shall determine the method of
implementation of reduced working hours.
Different methods of implementation may occur and may even differ from
employee to employee.
ii) The ordinary weekly hours shall be
worked in four or five days, provided that in the case of an employer employing
less than nine employees, it shall be optional for such employer to work
his/her employees up to six days per week; the option once exercised shall be
altered only by notice posted for seven days in a prominent position in the
depot, garage or picking-up place.
iii) a) Where a four or five-day week is
worked, the ordinary hours of rostered shifts shall be limited to
ten hours of any
shift of such week.
b) Where a six-day week is worked, the
ordinary hours of rostered shifts shall be limited to nine hours of any shift
of such week.
c) An employee called on to work any
portion of an additional shift shall be paid not less than the period of such
shift or the additional hours as overtime.
d) An employee, other than a casual
employee, called upon to work a broken shift on Monday to Friday, inclusive,
shall be paid for not less than seven hours for such shift.
iv) a) No
broken shift shall be rostered to exceed a spread of 12 hours inclusive of meal
breaks, provided that, where the roster requires, a broken shift may be
rostered to a spread of 13 hours.
Broken shifts in excess of 13 hours spread may be implemented only by
agreement with the union.
b) No straight shift shall be rostered to
exceed a spread of 11 and a half hours, inclusive of meal breaks.
c) No employee shall be required to work a
broken shift on a Saturday, Sunday or a public holiday except where, on regular
timetabled services, such broken shifts cannot reasonably be avoided.
d) In particular circumstances, it shall
be optional for the union and the employer to make an agreement as to broken
shifts.
e) The break between the two sections of a
broken shift which exceeds a spread of ten hours shall be at least one and a
half hours, and only one such break shall be permitted on any such shift. Any other periods off duty during a broken
shift, except for a maximum of one meal break given and taken in accordance with
clause 9, Meal and Crib Times, shall be counted and paid for as time worked.
f) Employees may be permitted to
interchange work to meet their personal convenience, provided that such change
is with the consent of the employer.
v) An employee shall have a continuous
break between the completion of a shift and the commencement of the next
regular starting time of no less duration than that required by the National
Driving Hours Legislation.
vi) Fixing Times
a) The employer shall fix the starting and
finishing time of each employee for each shift and also shall show all work to
be performed during the shift and shall post rosters showing such times in a
prominent place in the depot, but when once fixed, the start and finish time
shall not be altered unless at least three days notice (in the case of basic
route rosters) or one days notice (in all other cases) has been posted in a
prominent place in the depot for the employees to see.
b) All starting and finishing times shall
commence from and shall cease at the recognised home depot or picking-up place
of the employee. This provision shall
apply in this form only in the Sydney, Newcastle and Port Kembla-Wollongong
areas as defined in clause 41, Definitions, and also in the area within eight
kilometres of the principal post office, Cessnock.
c) Elsewhere there shall be a picking-up
place which, when once fixed and decided upon by the employer, shall not be
altered by the employer without the consent of the union or, in the event of
disagreement, without the approval of the Conciliation Committee.
d) Employees shall be allowed reasonable
time to perform such duties as are required by the employer before taking a bus
from the recognised home depot, garage or picking-up place and after returning
a bus to the finishing place. The
employer shall post notices stating what duties are required.
vii) Payments shall be made for each shift at
the rate applicable to the day on which the major portion of the work is
performed.
9. MEAL AND CRIB TIMES
i) a) No employee shall be required to work
or be on duty continuously for more than five hours
without a meal
or crib break.
b) There shall be such flexibility in meal
and crib breaks in regard to special hirings, charters, relief duties, straight
shifts and/or broken shifts as is reasonably necessary to assist rostering.
c) The times for taking meal and crib
breaks shall be consistent with National Driving Hours Legislation.
ii) A meal break shall be not less than 30
minutes and shall not exceed one hour. A
crib break shall be not less than 15 minutes and not more than 30 minutes and
shall be counted as time worked.
iii) No duties
shall be performed by an employee during his/her meal or crib break.
iv) Where an employee is required to take a
meal or crib break away from his/her depot, it shall be the responsibility of
the employer to arrange for suitable toilet facilities. Where these facilities are not arranged by
the employer on a meal break only, an allowance as set out in Item 3 of Table
2 - Other Rates and Allowances, of part
B, Monetary Rates, shall be paid.
v) No employee shall take a meal break
unless he/she previously worked for at least two hours, unless otherwise agreed
between the union and the employer.
vi) Where an employee is required to work
for two hours or more after the usual finishing time, he/she shall be paid a
meal allowance as set out in Item 4 of the said Table 2.
10. MIXED FUNCTIONS
i) An employee required by his/her employer
to work for less than two hours a day on work carrying a higher rate of pay
shall be paid at the higher rate for the actual time so worked and when
required to work for more than two hours a day on such work he/she shall be
paid as for a whole days work.
ii) this clause shall not apply to actual
periods of one hour or less or to interchange of work arranged between
employees to meet their personal convenience.
11. OVERTIME AND OTHER
PENALTY PAYMENTS
i) Maximum Penalty Payment - Subject to clause 6, Casual Employees, and
clause 18, Public Holidays, when time worked is subject to more than one extra
rate of payment, the employer shall not be required to pay more than the rate
of double time.
ii) Overtime
a) Rostered overtime shall be paid for at
the rate of time and one-half for the first two hours and double time
thereafter, for all rostered time worked in excess of 38 hours.
b) Non-rostered overtime shall be paid for
at the rate of time one-half for the first two hours and double time thereafter,
and shall stand alone on a daily basis.
c) Overtime rates shall be paid for all
time worked between the hours of midnight and 5.00a.m. subject to subclause (i)
of clause 13, Nightride Shifts.
d) Overtime rates shall be paid for all
time worked in excess of nine hours where a six-day week is worked, or in
excess of ten hours where a four or five-day week is worked.
e) An employee who is rostered to work a
straight shift of a spread of 11 and one-half hours, inclusive of meal breaks,
shall be paid at double time for all time worked in excess of the rostered
shift.
f) Employees requested to do non-rostered
overtime, prior to the start of their normal shift, shall be paid at overtime
rates up to the normal shift starting time; provided that, when such overtime
does not extend up to the employees normal starting time, a minimum of two
hours pay at overtime rates shall be paid whether worked or not.
g) For all time worked on Saturdays and
Sundays, clause 12, Saturday and Sunday Work, shall apply.
h) The employer may require employees to
work reasonable overtime at the rate prescribed and such overtime shall be
allocated as equally as possible, bearing in mind the nature of the job and the
suitability of the driver.
i) Where different overtime rates are
applicable to the same hours of work, the rate most favourable to the employee
shall be paid.
j) By agreement with the employee,
non-rostered overtime may be taken as time off in lieu. Such time shall accrue at overtime rates and
be taken within six months.
iii) Broken
Shifts Penalty Payments
a) All time worked on a broken shift after
ten hours from the time first signed on shall be paid for at the rate of time
and one-half.
b) An employee who works a broken shift
which finishes later than 10.00p.m. shall be paid, in addition to his/her
earnings for that shift, the sum as set out in Item 5 of Table 2 - Other Rates
and Allowances, of Part B, Monetary
Rates.
c) Subject to subclause (i) of this
clause, all broken shift penalties under this clause shall stand alone for the
purpose of calculation of wages.
iv) Recall
- An employee who has left the premises and who is requested to return
to work to perform extra duties shall be paid at overtime rates, with a minimum
paid period of four hours.
v) Night Work - An employee rostered to work ordinary hours of duty commencing
prior to 6.00a.m. and/or finishing after 6.00p.m. shall be paid an additional
penalty as set out in Item 6 of the said Table 2.
12. SATURDAY AND SUNDAY WORK
i) All ordinary time worked on Saturday
shall be paid for at the rate of time and one-half, and all time on Sunday
shall be paid for at the rate of double time.
ii) An employee called upon to work on a
Saturday shall be guaranteed and/or paid for not less than four hours work at the
appropriate rate.
iii) An employee called upon to work on a
Sunday shall be guaranteed and/or paid for not less than five hours work at the
appropriate rate.
13. NIGHTRIDE SHIFTS
A nightride shift is a shift the majority of the ordinary hours
of which is taken up by work pursuant to a contract entered into by the
employer to provide timetable services for the replacement of train services
between 12.00 midnight and 5.00a.m.
The wage rate applicable to such shifts:
i) worked on
Monday to Saturday (inclusive) shall be time and a half;
ii) worked on
Sunday shall be double time;
iii) worked on a
public holiday shall be double time and a half.
Notwithstanding anything contained herein, each shift shall
be paid for at the rate applicable to the day on which the major portion of the
ordinary time of the shift is worked.
14. RAILWAY WORK
An employee required to drive a bus in substitution for a
railway timetable service during scheduled railway maintenance work shall be
paid at the rate applicable to the day, under this award, whilst performing
such work.
15. SPECIAL HIRINGS
i) Special Hiring's Not Exceeding Two
Days - The following provisions shall
apply to special hiring's not exceeding two days duration which do not form
part of the ordinary rostered work of employees. Not exceeding two days shall be deemed to mean not exceeding two
calendar days, falling between midnight and midnight.
a) An employee offered the job of a
special hiring may, at his/her option, accept or reject such offer, but if
he/she accepts then he/she shall work the job and, where practicable, seven
days notice shall be given of such hiring.
b) The provisions of this award, other
than clause 17, Travelling Time, shall not apply to special hiring's.
c) The employee shall be paid a meal
allowance as set out in Item 7 of Table 2
- Other Rates and Allowances, of
part B, Monetary Rates, except where a suitable meal is provided.
d) The duration of the job shall be from
the time of signing on to the time of signing off but shall not exceed 13
hours; provided that, in cases where an employee is unable to complete a
special hiring in 13 hours, all time in excess shall be paid for at the rate of
double time.
e) The employee shall be paid for the
duration of the job at the ordinary hourly rate fixed under clause 4, Wages,
for the first eight hours and at the rate of time and a half thereafter, but
shall not be paid less than eight hours pay.
f) For
special hiring's of less than four hours, the following provisions shall apply:
1) Paragraphs
(c), (e) and (i) of this subclause shall not apply to such special hiring's.
2) Time
worked on such special hiring's shall be paid at:
a) time
and a half for Monday to Friday inclusive;
b) double
time for Saturday and Sunday;
c) double
time and a half for public holidays.
3) On days when the special hiring is the
only duty, the employee shall be paid for a minimum engagement of two hours.
4) If such special hiring is an extension
of rostered duty, it shall be treated as overtime. All such time shall stand alone.
g) Employees shall be supplied with a time
sheet for all special hiring's for the purpose of recording the starting and
finishing times of such hiring's, plus any other information required by the
employer.
h) Where a special hiring exceeds one day
but does not exceed two days, the following provisions shall apply:
1) The employee shall have a rest period
of at least eight hours after the completion of each daily shift.
2) The employee shall be reimbursed by his/her
employer for expenses reasonable incurred in obtaining satisfactory meals and
hotel or other suitable accommodation.
ii) Where a special hiring is cancelled and
the employee engaged for the job is not given at least eight hours notice of
the cancellation, he/she shall be paid two hours pay at the ordinary rate.
iii) Special Hiring's Exceeding Two Days - In the case of special hiring's exceeding
two days duration, the wages paid shall be assessed in accordance with the
other clauses of this award, including clauses 4, Wages; 11, Overtime and Other
penalty payments; 12, Saturday and Sunday Work, and 18, Public Holidays.
16. DAYS OFF
i) All full time employees shall be
allowed at least one day off in each week and shall not be worked on such day
off, except in the case of an emergency.
ii) Where an employee is required to work
on any day rostered off, time worked thereon shall stand alone and shall be
paid for at the rate of double time if a Sunday, or at the rate of time and
three-quarters if a Saturday, or at the rate of time and one-half if any other
day.
iii) An employee required to work on any day
rostered off shall be guaranteed and/or paid for not less than four hours work
at the appropriate rate Monday to Saturday, and for not less than five hours
work at the appropriate rate on a Sunday.
17. TRAVELLING TIME
i) Wherever the employee commences or
finishes duty other than at his/her home depot, he/she shall be entitled to
payment at ordinary rates for the additional time, if any, reasonably occupied
in journeying to and from his/her home as compared with the time ordinarily
occupied by him/her in journeying from his/her depot to his/her home and also
shall be reimbursed for reasonable fares incurred.
ii) a) Subject
to agreement between the union and the Association in areas outside Sydney,
Newcastle and Port Kembla-Wollongong, as defined in clause 41, Definitions, and
outside the area within eight kilometres of the principal post office,
Cessnock, subclause (i) of this clause shall not apply in respect of regular
timetabled services and employees working on such services may be signed on and
off places other than their home depots, subject to a meal allowance per meal
as set out in Item 8 of Table 2 - Other
Rates and Allowances, of Part B, Monetary Rates, being paid; provided, however,
that this exception shall not apply to special hiring's or any work outside of
regular timetabled services; provided also that an employee ceasing duty at a
place other than at his/her home depot who is required to remain overnight
shall be reimbursed by the employer for expenses reasonably incurred in
providing himself/herself with meals and hotel or other suitable accommodation.
b) In the event of their failing to agree,
either the union or the Association may refer any matter arising under this
subclause to the Conciliation Committee for decision.
SECTION II - Public Holidays
and Paid Leave
18. Public Holidays
i) a) The
days on which New Years Day, Australia Day, Good Friday, Easter Saturday,
Easter Monday, Anzac Day, Queens Birthday, Labour Day, Christmas Day and Boxing
Day are observed, together with special days appointed by proclamation as
public holidays throughout the State, shall be recognised as holidays. When taking any of the said holidays, an
employee shall receive payment for the ordinary hours of their rostered shift
and any rostered overtime they would have earned had they not taken a holiday,
but shall not receive any daily allowances, loadings, penalties or premiums
they would otherwise have earned.
b) Where any of the said public holidays
are observed (Monday to Friday inclusive) during an employees period of annual
leave, than additional paid day shall be added to the annual leave period for
each such holiday so occurring.
c) Where any of the said public holidays
fall (Monday to Friday inclusive) on an employees rostered day off, then the
employee shall be entitled to an additional paid day added to his/her annual
leave period or shall be paid, in addition to his/her wages for that week,
seven hours 36 minutes pay for such public holiday.
ii) Where an employee is required to work
any such holiday and he/she fails to work as required, no payment shall be made
to the employee for the holiday; provided that this subclause shall not
preclude payment of sick leave entitlement in respect of any employee who is
unable to work on a public holiday because of illness. Such employee shall be entitled to payment
in accordance with clause 20, Sick Leave.
iii) All time worked by employees on a public
holiday shall be paid for at the rate of double time and a half, with a
guarantee of five hours work for each employee.
iv) Where, in a week in which a public
holiday falls, an employees ordinary rostered day off is altered so as to
coincide with the public holiday, he/she shall be paid, in addition, at the
ordinary rate for the number of hours he/she would have worked according to
his/her normal roster had the day not been a holiday or, as alternatives,
equivalent time off shall be allowed within one month or added to the employees
annual leave.
v) In a week in which a public holiday
falls, the employer shall not be allowed to make up an employees ordinary week
with an overtime shift which, under the normal weekly roster, the employee
would have worked had it not been a public holiday.
vi) In any week in which a public holiday
occurs, the time for which the employee would normally be rostered to work but
for the public holiday shall be deemed to be time worked for the purpose of determining
whether rostered overtime is payable pursuant to paragraph (a) of subclause
(ii) of clause 11, Overtime and Other Penalty payments.
vii) When an employee is absent from employment
on the working day before or the working day after a public holiday without
reasonable excuse or without the consent of the employer, the employee shall
not be entitled to payment for such holiday, unless the employee has worked on
such holiday.
19. UNIONS PICNIC DAY
i) Easter
Saturday shall be recognised as the unions picnic day.
ii) In addition to all other payments due
to him/her, a financial member of the Union, other than a casual employee,
shall, upon proof thereof, be paid an additional days pay in the pay period in
which Easter Saturday falls.
iii) For the purpose of this clause a
financial member of the union shall mean an employee who is, at the time of the
picnic day, a financial member or who was a financial member of the union as at
the 31 December of the preceding year.
20. SICK LEAVE
i) An employee, other than a casual
employee, with not less than three months continuous service with the employer
who is unable to attend for duty during ordinary working hours by reason of
personal illness or incapacity (excluding illness or incapacity resulting from
injury under the Workers Compensation Act 2000) and not due to misconduct,
shall be paid for such sick leave for the ordinary hours of their rostered
shift and any rostered overtime they would have earned had they not taken sick
leave, but shall not receive any daily allowances, loadings, penalties or
premiums they would otherwise have earned, subject to the following conditions
and limitations:
a) The employee shall, unless it is not
reasonably practicable so to do (proof whereof shall be on the employee), make
every effort to notify the employer of his/her absence two hours before his/her
normal starting time on the first day of his/her absence, but in any
circumstances within 24 hours of his/her normal starting time.
b) The employee shall notify the employer
by 4.00p.m. on the day prior to his/her return to duty of his/her availability
to return to normal duties.
c) He/she shall furnish to the employer
such evidence as the employer may reasonably desire that he/she was unable, by
reason of such illness or injury, to attend for duty on the day or days for
which sick leave is claimed.
d) 1) An employee in the first year of
his/her employment shall be entitled to paid sick leave up
to a maximum of 38 hours or ordinary time.
2) An employee after the first year of
his/her employment shall be entitled to paid sick leave up to a maximum of 60
hours and 48 minutes of ordinary time.
ii) The rights under this clause shall
accumulate from year to year so long as the employment continues with the
employer, so that any part of the leave entitlement which has not been allowed
in any year may be claimed by the employee and shall be allowed by the
employer, subject to the conditions prescribed by this clause, in a subsequent
year of continued employment.
iii) If an award holiday occurs on a Monday
to Friday, inclusive, during the employees absence on sick leave, then such
award holiday shall not be counted as sick leave.
iv) Service before the date of coming into
force of this clause shall be counted as service for the purpose of assessing
the sick leave entitlement in any year pursuant to subclause (i) of this clause
but shall be taken into consideration in arriving at the period of accumulated
leave; provided that the increase in sick leave allowance after the first year
of service pursuant to subclause (i) of this clause, shall only commence from
the date of operation of this clause.
v) Accumulated sick leave at the credit of
an employee at the date of coming into force of this clause shall not be
affected nor reduced by the operation of this clause.
vi) Claims for paid sick leave for
single-day absences where sick leave has already been paid for two or more
single-day absences in the same year must be substantiated with a medical
practitioners certificate.
vii) In any week in which an employee takes
sick leave, the time for which the employee would normally be rostered to work
but for the absence on sick leave shall be deemed to be time worked for the
purpose of determining whether rostered overtime is payable pursuant to
paragraph (a) of subclause (ii), of clause 11, Overtime and Other Penalty
payments.
21. STATE PERSONAL/CARERS
LEAVE CASE - AUGUST 1996
1) Use of Sick
Leave
a) An employee, other than a casual
employee, with responsibilities in relation to a class of person set out in
subparagraph (ii) of paragraph (c), who needs the employees care and support,
shall be entitled to use, in accordance with this subclause, any current or
accrued sick leave entitlement, provided for in clause 20, Sick Leave, for
absences to provide care and support, for such persons when they are ill. Such leave may be taken for part of a single
day.
b) The employee shall, if required,
establish either by production of a medical certificate or statutory
declaration, the illness of the person concerned and that the illness is such
as to require care by another person.
In normal circumstances, an employee must not take carers leave under
this subclause where another person has taken leave to care for the same
person.
c) The
entitlement to use sick leave in accordance with this subclause is subject to:
i) the
employee being responsible for the care of the person concerned; and
ii) the person concerned being:
a) a
spouse of the employee; or
b) a de facto spouse, who, in relation to
a person, is a person of the opposite sex to the first mentioned person who
lives with the first mentioned person as the husband or wife of that person on
a bona fide domestic basis although not legally married to that person; or
c) a child or an adult child (including an
adopted child, a step child, a foster child or an ex-nuptial child), parent
(including a foster parent and legal guardian), grandparent, grandchild or
sibling of the employee or spouse or de facto spouse of the employee; or
d) a same sex partner who lives with the
employee as the de facto partner of that employee on a bona fide domestic
basis; or
e) a relative of the employee who is a member
of the same household, where for the purposes of this subparagraph:
1. relative
means a person related by blood, marriage or affinity;
2. affinity means a relationship that one
spouse because of marriage has to blood relatives of the other; and
3. household
means a family group living in the same domestic dwelling.
d) An employee shall, wherever
practicable, give the employer notice prior to the absence of the intention to
take leave, the name of the person requiring care and that persons relationship
to the employee, the reasons for taking such leave and the estimated length of
absence. If it is not practicable for
the employee to give prior notice of absence, the employee shall notify the
employer by telephone of such absence at the first opportunity on the day of
absence.
2) Unpaid Leave
for Family Purpose
a) An employee may elect, with the consent
of the employer, to take unpaid leave for the purpose of providing care and
support to a member of a class of person set out in subparagraph (ii) of
paragraph (c) of subclause (1) who is ill.
3) Annual Leave
a) An employee may elect with the consent
of the employer, subject to the Annual
Holidays Act 1944, to take annual leave not exceeding five days in single day
periods or part thereof, in any calendar year at a time or times agreed by the
parties.
b) Access to annual leave, as prescribed
in paragraph (a) of this subclause, shall be exclusive of any shutdown period
provided for elsewhere under this award.
c) An employee and employer may agree to
defer payment of the annual leave loading in respect of single day absences,
until at least five consecutive annual leave days are taken.
4) Time Off in
Lieu of Payment for Overtime
a) For the purpose only of providing care
and support for a person in accordance
with subclause (1) of this clause, and despite the provisions of
paragraph (j) of subclause (ii), Overtime, of clause 11, Overtime and Other
Penalty Payments, the following provisions shall apply.
b) An employee may elect, with the consent
of the employer, to take time off in lieu of payment for overtime at a time or
times agreed with the employer within 12 months of the said election.
c) Overtime taken as time off during
ordinary time hours shall be taken at the ordinary time rate, that is an hour
for each hour worked.
d) If, having elected to take time as
leave in accordance with paragraph (a) of this subclause, the leave is not
taken for whatever reason payment for time accrued at overtime rates shall be
made at the expiry of the 12 month period or on termination.
e) Where no election is made in accordance
with the said paragraph (a), the employee shall be paid overtime rates in
accordance with the award.
5) Make-up Time
a) An employee may elect, with the consent
of the employer, to work "make-up time" under which the employee
takes time off ordinary hours, and works those hours at a later time, during
the spread of ordinary hours provided in the award, at the ordinary rate of
pay.
b) An employee on shift work may elect,
with the consent of the employer, to work make-up time (under which the
employee takes time off ordinary hours and works those hours at a later time),
at the shift work rate which would have been applicable to the hours taken off.
6) Rostered
Days Off
a) An
employee may elect, with the consent of the employer, to take a rostered day
off at any time.
b) An employee may elect, with the consent
of the employer, to take rostered days off in part day amounts.
c) An employee may elect, with the consent
of the employer, to accrue some or all rostered days off for the purpose of
creating a bank to be drawn upon at a time mutually agreed between the employer
and employee, or subject to reasonable notice by the employee or the employer.
d) This subclause is subject to the
employer informing each union which is both party to the award and which has
members employed at the particular enterprise of its intention to introduce an
enterprise system of RDO flexibility, and providing a reasonable opportunity
for the union(s) to participate in negotiations.
22. BEREAVEMENT LEAVE
i) An employee shall, on the death within
Australia of the wife, husband, father, mother, father-in-law, mother-in-law,
brother, sister, child or stepchild of the employee, be entitled to leave up to
and including the day of the funeral of such relation. Such leave shall for a period not exceeding
two days without loss of any ordinary pay which the employee would have earned
if he/she had not been on such leave.
ii) The right
to such leave shall be dependent on compliance with the following conditions:
a) The employee shall give the employer
notice of his/her intention to take such leave as soon as reasonably
practicable after the death of such relation.
b) The
employee shall furnish proof of such death to the satisfaction of the employer.
c) The employee shall not be entitled to
leave under this clause during any period in respect of which he/she has been
granted any other leave.
iii) For the purpose of this clause, the words
wife and husband shall not include a wife or husband from whom the employee is
separated but shall include a person who lives with the employee as a de facto
wife or husband.
23. ANNUAL LEAVE
i) See Annual Holiday Act 1944.
ii) An employee, at the time of his/her
entering upon a period of annual leave, in accordance with the said Act, shall
be entitled to an additional payment calculated on the basis of 25 per cent of
the holiday pay for that period of annual leave. Should circumstances arise where an employee has received annual
leave loading to which he/she is not entitled, then such payment shall be
deducted from any monies due at termination.
iii) Before proceeding on annual holidays, an
employee shall be advised by his/her employer of the shift on which he/she is
to work immediately upon his/her return to duty. Notification of any change of
shift shall be given to the employee by the employer at least 24 hours before
the employee is scheduled to commence duty, either directly or by written
notification delivered to the employees home.
24. LONG SERVICE LEAVE
See Long Service Act
1955.
25. PARENTAL LEAVE
See Industrial
Relations Act 1996.
SECTION III - INDUSTRIAL
RELATIONS
26. UNION DELEGATE
i) An employee appointed as union
delegate in the yard, depot or garage shall, upon notification thereof to the
employer by the branch or sub-branch Secretary of the union, be recognised as
the accredited representative of the union.
ii) Any matter arising in the yard, depot
or garage affecting members of the union may be investigated by the delegate
and discussed with the employer or his/her representative. The delegate shall, at his/her request, be
allowed a reasonable opportunity to carry out such duties at a time reasonably
convenient to himself/herself and the employer.
iii) If a matter in dispute is not settled,
the delegate shall, on request, be allowed access to a telephone for a
reasonable opportunity of notifying the union branch or sub-branch concerned in
order to implement the disputes procedure (see clause 29, Disputes Procedure).
27. UNION NOTICE BOARD
The employer shall supply a notice board of reasonable
dimensions to be erected or to be placed in a prominent position in the yard,
depot or garage upon which accredited representatives of the union shall be
permitted to post formal union notices signed by the representative or
representatives.
28. UNION RECOGNITION
The Transport Workers; Union of Australia, New South Wales Branch
is recognised by the parties to this award as a party to this award and as a
representative of its members covered by this award.
29. DISPUTES PROCEDURE
i) Subject to
the Industrial Relations Act 1996, any dispute will be dealt with in the
following manner:
a) In the event of an industrial dispute,
the representative of the union on the job and the Transport Supervisor shall
attempt to resolve the matters in issue in the first place.
b) In the event of a failure to resolve
the dispute at job level the matter shall be subject to discussions between an
organiser of the union and senior management.
c) Should the dispute still remain
unresolved the Secretary of the union or his/her representative will confer
with the Executive Director of the association or his/her representative or a
representative of the appropriate employer organisation.
d) In the event of no agreement being
reached at this stage, the dispute will be referred to the industrial Relations
Commission of New South Wales for resolution.
ii) All work
shall continue normally while these negotiations are taking place.
iii) Individual
Grievance:
a) The employee is required to notify (in
writing or otherwise) the employer as to the substance of the grievance,
request a meeting with the employer for bilateral discussions and state the
remedy sought.
b) A grievance must initially be dealt
with as close to its source as possible, with graduated steps for further
discussion and resolution at a higher level of authority.
c) Reasonable
time limits must be allowed for discussion at each level of authority.
d) At the conclusion of the discussion,
the employer must provide a response to the employees grievance, if the matter has
not been resolved, including reasons for not implementing any proposed remedy.
e) While
a procedure is being followed, normal work must continue.
f) The
employee may be represented by an industrial organisation of employees.
30. RIGHT OF ENTRY
See the Industrial
Relations Act 1996.
31. DRIVER MONITORING
PROGRAM
The following procedures are to occur in the monitoring
customer service and driving performance:
a) Customer
Service:
i) All complaints received are to be
validated by establishing the complainants name and telephone number or
address.
ii) The employee is to receive details of
the validated complaint and to supply to the employer written responses to the
complaint.
iii) a) If the
complaint is not established, no further action shall be taken and notations
are not to
be made on the
drivers employment file.
b) If the Complaint is established, then
the employer is to counsel the employee with a company and employee
representative in attendance. This
shall be considered as a verbal warning.
iv) Should there be a further established
complaint regarding customer service, the employee shall receive further
counselling and a written warning.
v) Further established customer service complaints
shall result in a final counselling session and a final written warning issued
by senior management.
vi) A further established complaint
regarding customer service shall lead to termination of employment.
b) Driving
Performance
i) All
complaints are to be validated by establishing the complainants telephone
number or address.
ii) The employee is to receive details of
the validated complaint and supply to the employer a written response to the
complaint.
iii) a) If the
complaint is not established, no further action shall be taken and notations
are not to
be made on the
drivers employment file.
b) If the complaint is established, then
the employer is to counsel the employee with a company and employee
representative in attendance. This shall
be considered as a verbal warning.
iv) Should there be a further established
complaint regarding driving performance, the employee shall receive further
counselling, a driving assessment by the company's driver trainer and a written
warning.
v) A further established complaint
regarding driving performance shall lead to counselling and a final written
warning issued by senior management.
vi) A further established complaint
regarding driving performance shall lead to termination of employment.
c) Suspension
from Duties
At the employers discretion, there
shall be a "once only" opportunity for the employee to be suspended
from duties for a period of ten working days without pay as an alternative to
termination as described in paragraph (vi) of subclauses (a) and (b) of this
clause.
d) Nothing in this procedure will affect
the right of the employer to dismiss an employee without notice where the
employee is guilty of serious misconduct.
SECTION IV - OCCUPATIONAL
SUPERANNUATION
32. PERMISSIBLE FUNDS
For the purposes of this Part, a Fund shall mean the T.W.U.
Superannuation Fund established by Trust Deed and Articles on 4 October 1984 or
the Bus and Coach Association Superannuation Scheme established by Trust Deed
on 2 July 1987.
33. CONTRIBUTIONS
i) Any employer employing employees under
the terms of this award shall be a participating employer in a fund.
ii) Each
participating employer shall pay to the trustee of the fund the following:
a) On behalf of each full time employee
member of the fund employed by the employer, contributions at the rate as set
out in Item 9 of Table 2 - Superannuation, of Part B, Monetary Rates.
b) On behalf of each part-time and casual
employee member of the fund employed by the employer, contributions at the rate
as set out in the said Item 9 of Table 2 for every eight hours worked, up to a
maximum of the rate set out in Item 9 of Table 2.
c) Notwithstanding the contributions to be
paid by the employer as set out in clause 33 ii) b) the employer shall make an
overpayment to ensure that the employee receives the minimum amounts as set out
in Table 3 - Superannuation.
iii) Each participating employer shall inform
new employees and any other employees who are not members of the fund of the
provisions of this clause and shall provide such employees with the forms
necessary to become a member of the fund and shall, upon completing of the
forms by such employees, send them forthwith to the administrators of the fund.
iv) The parties to this award note that award
obligations on employers to pay occupational superannuation have existed since
25 June 1987.
v) Despite anything else in this Award,
from the 1 July 2004, clause 33 ii) b and c above shall not apply and in lieu
thereof, the following shall apply:
Superannuation Legislation - The
subject of superannuation is dealt with extensively by Federal legislation
including the Superannuation Guarantee
(Administration) Act 1992 (Cth), the Superannuation
Industry (Supervision) Act 1993 (Cth), and s.124 of the Industrial Relations Act 1996. This
legislation as varied from time to time, governs the superannuation rights and
obligations of the parties.
SECTION V - GENERAL
34. UNIFORMS
i) Where an employee is required to wear
a distinctive dress the same shall be provided, free of cost, by the employer
and it shall be the duty of the employee to retain same in reasonable
condition. Such distinctive dress shall
remain the property of the employer.
Caps, tunics, trousers, shirts and
ties, for the purpose of this clause, shall be deemed distinctive dress;
provided that an employer shall not be required to supply more than four shirts
to an employee in any one year.
ii) Where an employee is called upon to
work in or about the yard, garage or depot or to perform duties other than of a
driver or conductor, he/she shall be supplied with suitable overall or
protective clothing, free of cost, by the employer.
iii) An employee shall sign a receipt for all
items of uniform received from the employer.
Upon ceasing employment, he/she shall return to the employer any items
of uniform less than 12 months old.
35. LIMITATION OF DRIVING
HOURS
See National Driving Hours Legislation.
36. DEFECTIVE VEHICLES
No employee shall drive a vehicle, which contravenes the Motor Traffic Act 1968 and Regulations,
other than for the purpose of completing a journey already commenced.
37. DRIVERS DUTIES
i) Where required by the employer,
drivers duties shall include minor repairs such as changing tail lights and each
driver shall be ready, willing and able to perform minor roadside repairs. Drivers may also be required to perform
other incidental or peripheral duties such as cleaning buses.
ii) An employer may direct an employee to
carry out such duties as are within an employee limits of skill, competence and
training.
38. TERMS OF EMPLOYMENT
i) In the case of full time employees,
seven days notice, expiring on any day, shall be required on either side or a
weeks pay shall be given or forfeited in lieu of such notice, except in cases
of misconduct.
ii) In the case of termination of
employment, all monies due to the employee shall be paid not later than the
termination of services and, in the event of payment of wages or other monies
due to the employee being delayed more than 15 minutes beyond the employees
finishing time, all such waiting time shall be paid for at overtime rates.
39. AMENITIES
The following amenities shall be available at all depots
where employees are employed under the provisions of this award:
i) A change
room or area for employees to change their clothes.
ii) A suitable
lockable locker for each employee.
iii) Hot and
cold water for washing purposes.
iv) Where employees are required to have
their meals at the depot, a dining room or area with adequate seating and table
accommodation and facilities for boiling water and heating food.
v) Lavatory
facilities.
vi) Appropriate
arrangements for rosters to be posted and for employees to sign on and off.
40. TRAINING OF EMPLOYEES
i) When it is the intention of the
employer to employ an applicant who has been passed in a driving test by the
employer or his/her representative, any time that is occupied by the new
employee at the direction of the employer or his/her representative, such as
learning the route, timetables and other routines, shall be paid in accordance
with the classification under this award.
ii) The union and the association shall
establish a joint industry training program in relation to changes to industry
practice and/or award conditions at the enterprise level.
iii) It is the intention of the union and the
association to work towards the establishment and implementation of a joint
industry training programme for employees and employers designed to assist in
the prevention and management of threatening behaviour, before, during and
after an incident. Such training will
be conducted by an accredited training provider and shall include training
relating to customer service and the management of school student behaviour on
buses.
iv) All time
spent on industry training by employees shall be paid for at ordinary time.
41. DEFINITIONS
i) Association
means the Bus and Coach Industrial Association of New South Wales.
ii) Casual Employee means an employee who
is engaged by the hour and paid for all time worked to the neatest minute, with
a minimum engagement of one hour.
iii) Conciliation Committee means the
Transport Industry Motor Drivers and conductors (State) Conciliation Committee.
iv) Depot means
a place nominated at the normal yard, depot or garage.
v) Districts
for the purpose of this award shall mean:
Sydney - the district within 32 kilometres of the General Post Office,
Sydney. For the boundaries of the
Sydney district see Industrial Gazette, Vol.
52, page 783.
Newcastle - the district within 32 kilometres of the
General Post Office, Newcastle. For the
boundaries of the Newcastle district see Industrial Gazette, Vol 52, page 783.
Port Kembla-Wollongong - For the boundaries of the Port
Kembla-Wollongong district see Industrial Gazette, Vol. 52, page 783.
Elsewhere - the district within the boundaries of the
state of New South Wales excluding the three districts above defined and the
County of Yancowinna.
vi) Emergency, wherever used in this award,
is intended to apply only to cases of sickness of an employee, to the default
of an employee, to cases of accident, or other matter or thing outside the
control of the employer.
vii) Part-time
employee means an employee who works regular days and regular hours less than
38 per week.
viii) Time Worked includes waiting and
standing-by time, if such waiting or standing-by time is at the direction of
the employer or the employers agents and the employee is at call all the time.
ix) Union means
the Transport Workers Union of Australia, New South Wales Branch.
x) Full Time Employee means an employee,
other than a casual employee or part time employee, who at the time of
engagement is guaranteed at least a weeks work.
xi) Roster sets out the aggregate of the
daily shifts worked in each pay period.
Each employees roster is posted a minimum of three days in advance in a
prominent place at each depot.
xii) Shifts sets
out the rostered daily work of an employee.
42. LEAVE RESERVED
Leave is reserved to the Parties to apply as they see fit in
relation to:
1) Casual
Employees
2) Railway Work
3) Clause 44 -
Area Incidence and Duration.
43. ANTI-DISCRIMINATION
(a) It is the intention of the parties bound
by this award to seek to achieve the objective 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 their effects. It
will be consistent with the fulfilment of these obligations for the parties to
make application to vary any provision of the award, which, by its terms or
operation, has a direct or indirect discriminatory effect.
(c) Under the Anti-Discrimination Act 1977, it is unlawful to victimise an
employee because the employee has made or may make or has been involved in a
complaint of unlawful discrimination or harassment.
(d) Nothing in
this clause is to be taken to affect:
(i) any conduct or act which is specifically exempted from
anti-discrimination legislation;
(ii) offering or providing
junior rates of pay to persons under 21 years of age;
(iii) any act or practice of a body established
to propagate religion which is exempted under section 56(d) of the
Anti-Discrimination Act 1977;
(iv) a party
to this award from pursuing
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.
NOTATION:
(a) Employers
and employees may also be subject to Commonwealth anti-discrimination
legislation.
(b) Section
56(d) of the Anti-Discrimination Act
1977 provides:
"Nothing in 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."
44. AREA, INCIDENCE AND
DURATION
This award rescinds and replaces the Motor Bus Drivers and
Conductors (State) Award published 11 February 2000 (313 I.G. 449) and all
variations thereof. It shall apply from
the first full pay period to commence on or after the 13 July 2001 and shall
have a nominal term of three years.
It shall apply to all motor bus drivers and conductors,
other than regular drivers of tourist, parlour and service coaches or cars in
the State, excluding the County of Yancowinna, within the jurisdiction of the
Transport industry Motor Drivers and Conductors (State) Conciliation Committee.
This award incorporates changes made pursuant to section 19
of the Act and the Principles for Review of Awards (a decision of the
Industrial Relations Commission of NSW made on 18 December 1998).
Transport Industry Motor Drivers and Conductors (State)
Industrial Committee Industries and Callings.
Motor drivers and conductors employed on motor coaches,
cars, omnibuses and all passenger motor vehicles for hire or plying for hire,
and all motor vehicles used for the purpose of carrying passengers or workmen
notwithstanding such vehicles are not for hire or plying for hire, provided
that such vehicles, whether or not for hire or plying for hire, are normally
capable of carrying eight or more sitting passengers or persons, other than
motor wagons which are not used for the purpose of conveying passengers or
workmen, in the State, excluding the County of Yancowinna; excepting -
Employees who are not engaged in business or trade;
All persons employed by Sydney Electricity, trading as
Pacific Power;
Employees of the State Rail Authority of New South Wales and
State Transit Authority of New South Wales;
Employees of the Council of the City of Newcastle;
Employees of the Australian Gas Light Company;
Employees of the Commissioner for Motor Transport.
PART B
MONETARY RATES
Table 1 - Wage Rates
|
Classification
|
Weekly wage operative from the first full pay period on or
after 13 July 2001
|
Weekly Wage operative from the first full pay period on or
after 1 July 2002
|
Weekly Wage operative from the first full pay period on or
after 1 July 2003
|
|
1. Motor Bus
Driver
|
$561.60
|
$581.26
|
$601.60
|
|
2. Motor Bus
Conductor
|
$469.50
|
$469.50
|
$469.50
|
Table 2 - Other Rates and Allowances
|
Item
No.
|
Clause
No.
|
Brief Description
|
Rate
$
|
|
1
|
4(ii)(a)
|
Issue tickets or collect fares
|
9.00 per day
|
|
2
|
4(ii)(b)
|
Driver of an articulated bus
|
3.91 per shift
|
|
3
|
9(iv)
|
Meal or crib break away from depot - toilet facilities not
arranged by employer
|
1.38 per shift
|
|
4
|
9(vi)
|
Required to work for two hours or more after the usual
finishing time
|
7.65
|
|
5
|
11(iii)(b)
|
Works a broken shift which finishes later than 10.00a.m.
|
1.87
|
|
6
|
11(v)
|
Rostered to work ordinary hours of duty commencing prior to
6.00a.m. and/or finishing after 6.00p.m.
|
1.38 per shift
|
|
7
|
15(i)(c)
|
Meal allowance when suitable meal is not provided
|
7.65
|
|
8
|
17(ii)(a)
|
Meal allowance when working outside the areas of regular
timetabled services
|
7.65
|
|
9
|
33(ii)
|
Superannuation contributions by employer -
a) For each
full-time employee member of the fund
|
31.80 per week
|
|
9
|
33(ii)
|
b) For each
part-time and casual employee member of the fund
|
6.36 per 8 hours up to a max. of 31.80 per week
|
Table 3 - Superannuation
|
1
|
33 (iii)
|
minimum total superannuation contributions by employer
|
|
|
|
|
inclusive of overpayment operative from 1 July 2001-
|
|
|
|
|
a) for each
full-time employee member of the fund
|
$42.00 per week
|
|
|
|
b) for each
part-time and casual member of the fund
|
$8.40 per 8 hours
|
|
|
|
|
up to a max. of
|
|
|
|
|
$42.00 per week
|
|
|
|
minimum total superannuation contributions by employer
|
|
|
|
|
inclusive of overpayment operative from 1 July 2002-
|
|
|
|
|
a) for each
full- time employee member of the fund
|
$50.00 per week
|
|
|
|
b) for each
part-time and casual member of the fund
|
$10.00 per 8
|
|
|
|
|
hours up to a
|
|
|
|
|
max. of $50.00
|
|
|
|
|
per week
|
|
|
|
minimum total superannuation contributions by employer
|
|
|
|
|
inclusive of overpayment
operative from 1 July 2003-
|
|
|
|
|
a) for each
full- time employee member of the
fund
|
$57.00 per week
|
|
|
|
b) for each
part-time and casual member of the fund
|
$11.40 per 8
|
|
|
|
|
hours up to a
|
|
|
|
|
max. of $57.00
|
|
|
|
|
per week
|
F. MARKS, J
____________________
Printed by the authority of the Industrial Registrar.