BHP STEEL (AIS) PTY LTD - PORT KEMBLA STEEL WORKS EMPLOYEES AWARD 2000

 

INDUSTRIAL RELATIONS COMMISSION OF NEW SOUTH WALES

 

Review of Award pursuant to Section 19 of the Industrial Relations Act 1996.

 

(Nos. IRC2608, 2626, 2649, 2651, 2663, 2664, 2667, 5256 of 1999 and 1479 of 2000)

 

 

REVIEWED AWARD

 

PART A - GENERAL CONDITIONS

 

DIVISION 1 - APPLICATION AND OPERATION OF AWARD

 

1. Award Title

 

This award is entitled BHP Steel (AIS) Pty Ltd - Port Kembla Steelworks Employees Award 2000.

 

2.  Arrangement

 

PART A-- GENERAL CONDITIONS

 

DIVISION 1 - APPLICATION AND OPERATION OF AWARD

 

Clause No. Subject Matter

 

 1. Award Title

 2. Arrangement

 3. Area, Incidence and Duration

 4. Definitions

 5. No Extra Claims

 

DIVISION 2 - RATES OF PAY AND RELATED MATTERS

 

 6. Rates of Pay

 7. Superannuation

 8. Special Rates (All Purpose)

 9. Disability Rates

10. Maximum Payment

11. Retention of Rate

12. Time and Payment of Wages

 

DIVISION 3 - HOURS OF WORK

 

13. Hours of Duty

14. Employees Presenting Themselves for Work and Not Required

 

DIVISION 4 - SHIFT WORK AND OVERTIME

 

15. Shift Work Allowances For Shift Workers

16. Saturday Rates For Shift Workers

17. Shift Workers Whose Ordinary Working Period Includes Sundays and Public Holidays as Ordinary Working Days

18. Sunday and Public Holiday Rates

19. Night Work for Day Workers and Day Shift Workers

20. Transfer of Day Workers from Day Work to Shift Work

21. Transfer of Shift Workers

22. Overtime

 

DIVISION 5 - TYPES OF LEAVE AND PUBLIC HOLIDAYS

 

23. Public Holidays

24. Sick Leave

25. Personal/Carer’s Leave

26. Annual Leave

27. Days Added To The Period Of Annual Leave Or Long Service Leave

28. Long Service Leave

29. Jury Service

30. Compassionate Leave

31. Parental Leave

 

DIVISION 6 - EMPLOYMENT RELATIONSHIP

 

32. Contract of Employment

33. Requirements to Work in Accordance with the Needs of the Industry

34. Termination of Employment Due to Retrenchment or Redundancy

35. Anti-Discrimination

36. Procedure For Resolving Claims, Issues and Disputes

 

DIVISION 7 - MISCELLANEOUS

 

37. Delegates

38. Apprentices

39. Department Work Redesign Agreements

 

PART B - AGREEMENTS

 

DIVISION 1 - GENERAL AGREEMENTS

 

40. Payment for Training

41. Lump Sum Payment Scheme

 

DIVISION 2 - WORK REDESIGN AGREEMENTS

 

42. No. 2 Blower Station Work Redesign Agreement

43. Blast Furnace Team Work Redesign Agreement

44. Temper Mills Work Redesign Agreement

45. Raw Materials Handling Work Redesign Agreement

 

PART C - MONETARY RATES - RESTRUCTURED CLASSIFICATIONS

 

Table 1 - Restructured Ironworker Rates of Pay

Table 2 - Graded Trades Rates of Pay

Table 3 - Apprentices

Table 4 - Annualised Salary Rates of Pay

Table 5 - Unanderra Coil Processing

Table 6 - Port Kembla Road Transport Facility

Table 7 - Other Rates and Allowances

 

PART D - APPENDIX - UNRESTRICTED CLASSIFICATIONS

 

A. Application

B. Leading Hands

C. Mixed Functions

D. Tool Allowance

E. Rates of Pay - Unrestructured Classifications

 

3.  Area, Incidence and Duration

 

3.1        Awards Rescinded and Replaced - This award rescinds, replaces and consolidates the following awards:

 

Iron and Steel Works Employees (Australian Iron and Steel Pty Ltd - Port Kembla) Award published 5 June 1985 (237 I.G. 1063) as varied;

 

Iron and Steel Works Employees (Australian Iron and Steel Pty Limited - Port Kembla) Performance Recognition Payments Scheme Award published 23 October 1992 (272 I.G. 195);

 

BHP Steel (AIS) Pty Ltd - Port Kembla Restructured Mechanical Graded Trades Classifications Rates of Pay Award published 19 August 1994 (281 I.G. 559) as varied;

 

BHP Steel (AIS) Pty Ltd - Port Kembla Restructured Electrical Graded Trades Classifications Rates of Pay Award published 13 April 1995 (285 I.G. 34) as varied,

 

BHP Steel (AIS) Pty Ltd - Port Kembla Restructured Refractory Employees Classifications Rates of Pay Award published 25 August 1995 (287 I.G. 709) as varied;

 

BHP Steel (AIS) Pty Ltd - Port Kembla Lump Sum Payments Scheme Award published 8 September 1995 (287 I.G. 899) as varied;

 

BHP Steel (AIS) Pty Ltd - Port Kembla Restructured Ironworker Classifications Rates of Pay Award published 24 May 1996 (292 I.G. 1040) as varied;

 

BHP Steel (AIS) Pty Ltd Blast Furnace Team Work Agreement Award published 28 June 1996 (293 I.G. 622) as varied;

 

BHP Steel (AIS) Pty Ltd - Port Kembla Carpenters (State) Award published 24 October 1997 (301 I.G. 1015) as varied.

 

3.2             Application - This award applies to all employees (including apprentices within clause 38, Apprentices) of BHP Steel (AIS) Pty Ltd except:

 

3.2.1       clerical staff;

 

3.2.2       salaried staff other than:

 

(a)        employees in the classes covered by clause 6, Rates of Pay;

 

(b)       employees subject to federal awards.

 

3.3        Shipping - Despite any other provision in this award, the following provisions apply to a stevedoring employee (as defined in the enterprise agreement referred to in 3.3.1) for the actual time he or she are employed as a stevedoring employee:

 

3.3.1       The employee will be remunerated in accordance with The Shipping Department Employees, BHP Steel (AIS) Pty Ltd Enterprise Agreement (EA 97/207), or any agreement or award varying or replacing it.

 

3.3.2       This remuneration is in lieu of any monetary entitlements under the following provisions of this award:

 

(a)        clause 6, Rates of Pay;

 

(b)       clause 15, Shift Work Allowances for Shift Workers;

 

(c)        clause 16, Saturday Rates for Shift Workers;

 

(d)       clause 18, Sunday and Public Holiday Rates;

 

(e)        clause 19, Night Work for Day Workers and Day Shift Workers;

 

(f)        clause 22, Overtime (other than paragraphs 22.3.2, Minimum Payment and 22.3.6, Spoilt Meal);

 

(g)       clause 23, Public Holidays;

 

(h)       clause C - Mixed Functions, in Part D - Appendix - Unrestructured Classifications.

 

3.4        Effective Date - This award takes effect on and from the first pay period beginning on or after 12 July 2000 and remains in force for a period of 12 months (the nominal term).

 

4.  Definitions

 

In this award the following definitions apply:

 

4.1        "Day Workers" are employees excluding Shift Workers, but including employees on night work within clause 19, Night Work for Day Workers and Day Shift Workers.

 

4.2        "Shift Workers" are employees working on a two or three shift system, or a one shift system whose ordinary hours includes weekend shifts.  For Shift Workers, each day, including Sunday and Public Holidays, is considered as being the day on which the majority of the shift falls.

 

4.3        "Monday to Saturday Shift Workers" means Shift Workers whose ordinary working hours are between Monday to Saturday.

 

4.4        "Annual Leave Rate of Pay" means:

 

4.4.1     In the case of:

 

(a)        annual leave under clause 26, Annual Leave, and clause 27, Days Added to the Period of Annual Leave or Long Service Leave, taken by an employee immediately before or after leave under the Annual Holidays Act 1944;

 

(b)       payment in respect of annual leave or days added to the period of annual leave being made to employees under clauses 26 and 27, upon the termination of the employment of an employee at the same time as payment is being made under the Annual Holidays Act 1944 in respect of such termination,

 

the ordinary pay of the employees calculated in accordance with the Annual Holidays Act 1944 for the leave taken or payments made under that Act.

 

4.4.2     In the case of annual leave under clause 26, and days added to the period of annual leave under clause 27, being taken otherwise than immediately before or after leave under the Annual Holidays Act 1944, the ordinary pay of the employees calculated in accordance with the Annual Holidays Act 1944, as if such leave had been taken under the Act.

 

4.5             "Company" means BHP Steel (AIS) Pty Ltd.

 

5.  No Extra Claims

 

5.1        General - It is a term of this award arising from the Steel Industry Wages Agreement 2000-2001, that the unions (with whom this award is made) undertake, for the period until 31 August 2001 not to raise any further claims, award or overaward, including claims arising from national or state wage cases.  There will be agreed scope to arbitrate, if necessary, unresolved issues about classification restructuring or work value claims.

 

5.2        Leave Reserved - Leave is reserved to apply in respect of:

 

(a)        the procedure contained in clause 36 of this award for resolving claims, issues and disputes;

 

(b)        the retention of rate provisions contained in clause 11.

 

DIVISION 2 - RATES OF PAY AND RELATED MATTERS

 

6.  Rates of Pay

 

6.1        Rates of Pay - The minimum rates of pay for any classification, subject to the other provisions, are set out in Table 1 - Restructured Ironworker Rates of Pay, Table 2 - Graded Trades Rates of Pay, Table 3 - Apprentices, Table 4 - Annualised Salary Rates of Pay, Table 5 - Unanderra Coil Processing and Table 6 - Port Kembla Road Transport Facility of Part C - Monetary Rates - Restructured Classifications, and Part D - Appendix - Unrestructured Classifications.  These rates are inclusive of the adult basic wage of $121.40.

 

6.2             Restructured Rates of Pay - The classifications appearing in Part C - Monetary Rates - Restructured Classifications, are new classifications which have been established as a result of restructuring processes carried out in the departments and sections of Port Kembla Steelworks in which the new classifications appear.  These new classifications replace and supersede previous classifications for which rates of pay are provided in Part D - Appendix - Unrestructured Classifications.

 

6.3        Mixed Functions - Clause C, Mixed Functions, appearing in Part D - Appendix - Unrestructured Classifications has no application in relation to employees employed in classifications appearing in Part C - Monetary Rates - Restructured Classifications.

 

6.4        Leading Hands - Clause B, Leading Hands, appearing in Part D - Appendix - Unrestructured Classifications, has no application in relation to employees employed in classifications appearing in Part C - Monetary Rates - Restructured Classifications.

 

6.5        Retention of Rate - Clause 11, Retention of Rate, has no application to the classifications appearing in Table 2 - Graded Trades Rates of Pay of Part C - Monetary Rates - Restructured Classifications

 

6.6        Ordinary Rate - In addition to the award rate of pay prescribed for the purpose of subclause 6.1, an employee will be paid the applicable overaward or bonus for the employee's classification to make up the employee's ordinary or weekly rate of pay.

 

7.  Superannuation

 

7.1             Superannuation Legislation - the Subject of Superannuation is Dealt With Exhaustively By Federal Legislation Including the Superannuation Guarantee (Administration) Act 1992 (Cth), the Superannuation Industry (Supervision) Act 1993 (Cth), the Superannuation (Resolution of Complaints) Act 1993 (Cth), and Section 124 of the Industrial Relations Act 1996.  This Legislation, as Varied from Time to Time, Governs the Superannuation Rights and Obligations of the Parties.  Subject to This Legislation, Superannuation is Also Dealt With By the Trust Deed and Rules of the Bhp Superannuation Fund and Relevant Agreements Made from Time to Time Between the Company and the Unions Party to This Award, Including the Bhp Steel - Superannuation Review Dated 25 October 1995.

 

7.2        Salary Sacrifice -

 

7.2.1       Despite any other provisions of this award, for the purpose of calculating ordinary time earnings, the rate of pay per week prescribed for the purpose of clause 6, Rates of Pay, is reduced by the amount which an employee elects by notice in writing to the Company to sacrifice in order to enable the Company to make a superannuation contribution for the benefit of the employee.

 

7.2.2       Election Form - For an employee’s election to be valid the employee must complete an election form provided by the Company.

 

7.2.3       Leave - The reduced rate of pay and the superannuation contributions provided for in this subclause apply for periods of annual leave, long service leave, and other periods of paid leave.

 

7.2.4       Calculation of other payments - All other award payments, including termination payments, calculated by reference to the employee’s rate of pay will be calculated by reference to the rate of pay per week prescribed for the employee for the purpose of clause 6, Rates of Pay.

 

7.2.5       Revoking Election - Unless otherwise agreed by the Company, an employee may only revoke or vary his or her election once in each twelve months.  Not less than one months written notice will be given by an employee of revocation or variation of the employee’s election.

 

7.2.6       Termination of Scheme - If at any time while an employee’s election is in force, there are changes in taxation or superannuation laws, practice or rulings, that materially alter the benefit to the employee or the cost to the Company of acting in accordance with the election, either the employee or the Company may, upon one months notice in writing to the other, terminate the election.

 

7.2.7       Superannuation Guarantee - The Company will not use any superannuation contribution made in accordance with an employee’s election to meet its minimum employer obligation under the Superannuation Guarantee Administration Act 1992 (Cth) or any legislation which succeeds or replaces it.

 

8.  Special Rates (All Purpose)

 

In addition to the rates of pay prescribed for the purposes of clause 6, Rates of Pay, the following special rates will apply:

 

8.1             Mechanical and Electrical Tradespersons and Maintenance Non-Trades Employees:

 

8.1.1       Large Power Houses - Employees employed in large operating power houses (meaning power houses developing more than 8,000 kilowatts) will be paid per 38-hour week an additional allowance as set out in Item 1 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.  The amounts as set out in Item 1 are considered as including all rates prescribed in clause 9, Disability Rates.  This allowance will continue to be payable to tradespersons attached to the staff of such power houses whilst carrying out repairs or maintenance in rotary converter and/or static substations which are in regular operation.  This subclause will not apply to control room operators.

 

8.1.2       Ship Repairing - Employees engaged on ship repairs will be paid per 38-hour week an additional allowance as set out in Item 2 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.  ‘Ship repairs’ means:

 

(a)        all repair work done on ships;

 

(b)       all work, other than the making of spare parts and stores, done in a workshop used for ship repairs only;

(c)        work done in a workshop used for ship repairing, general engineering, metal moulding, steel construction and other heavy metal fabrication on which employees are engaged both on the ship and in the workshop.

 

8.1.3       Electrical Trades Licences - An additional amount as set out in Item 3 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications, will be paid per 38-hour week to an employee employed and working as an electrical tradesperson possessing a Qualified Supervisor's Certificate (Electrician) or a Certificate of Registration (Electrician) issued by the appropriate authority.

 

8.1.4       Scaffolder’s Licence - An additional amount as set out in Item 4 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications, will be paid per 38-hour week to a rigger and/or roper and/or splicer who holds a Certificate of Competency as a rigger under the Construction Safety Act 1912, and who possesses and uses a Certificate of Competency as a scaffolder under the Act.  These allowances are not cumulative.

 

8.2        Plumbers -

 

8.2.1       Licences - A plumber may receive an allowance per hour as set out in Item 5 of Table 7 - Other Rates and Allowances of Part C -Monetary Rates - Restructured Classifications when required to act on his or her plumber’s and/or gasfitter’s and/or drainer’s licence.  A gasfitting licence is deemed to include coal gas, town gas, natural gas, liquid petroleum gas or any other gas where it is required by any State Act of Parliament or regulation that the holder of a licence be responsible for the installation of any such service or services.  The provisions of clause 10, Maximum Payment, will not apply to this paragraph 8.2.1.

 

8.2.2     A plumber, licensed plumber and/or lead burner who is a holder of a certificate of registration under the Plumbers, Gasfitters and Drainers Act 1979 will be paid a registration allowance per hour as set out in Item 6 of Table 7 - Other Rates and Allowances of Part C - Monetary Rates - Restructured Classifications, on the production of such certificate.

 

8.3        All Purposes - The allowances arising from this clause are paid for all purposes of the award, except where otherwise prescribed.

 

9.  Disability Rates

 

In addition to the rates of pay prescribed for the purposes of clause 6, Rates of Pay, the following special rates will apply:

 

9.1        General -

 

9.1.1     Hot Places - Electrical and mechanical tradespersons and maintenance non-trades employees working for more than one hour in the shade in places where the temperature is raised by artificial means to between 46 degrees Celsius and 54 degrees Celsius will be paid an allowance per hour extra as set out in Item 7 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.  This is subject to the following:

 

(a)        in places where the temperature exceeds 54 degrees Celsius employees will be paid per hour extra as set out in Item 7;

 

(b)       where work continues for more than two hours in a temperature exceeding 54 degrees Celsius employees will also be entitled to twenty minutes' rest after every two hours' work without deduction of pay;

 

(c)        the temperature will be decided by the supervisor of the work after consultation with the employees who claim the extra rate.

 

9.1.2     Hot Work - Hot work is done in places where the temperature raised by artificial means is above 49 degrees Celsius.  Employees whilst so engaged on work, as specified below, will receive an additional amount per hour as set out in Item 8 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications:

 

(a)        bricklayers and labourers assisting bricklayers whilst engaged on hot work;

 

(b)       The following employees, other than bricklayers and labourers assisting bricklayers and crane and engine drivers, including front end and overhead loader driver, whilst engaged on hot work will receive an additional rate:

 

(i) Blast Furnaces - All employees employed in connection with furnace demolition or on relining;

 

(ii) Mill Furnaces - All employees employed in connection with the demolition of furnaces;

 

(iii) Gas Producers - All employees employed in connection with gas producer work;

 

(iv) General - Carpenters, plumbers and labourers assisting carpenters or plumbers other than those provided for elsewhere in this subclause.

 

9.1.3       Wet Work - Employees working in any place where his or her clothing or boots become saturated, whether by water, oil or otherwise, will be paid an amount per hour extra as set out in Item 9 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.  This rate is not payable to an employee who is provided by the Company with protective clothing and/or footwear.  Any employee who becomes entitled to this extra rate is to be paid such extra rate for such part of the day or shift as he or she is required to work in wet clothing or boots.

 

9.1.4       Dirty Work - Mechanical and electrical tradespersons and maintenance non-trades employees engaged in work other than ship repair work which a supervisor and employee agree is of an unusually dirty or offensive nature will be paid per hour extra as set out in Item 10 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications:

 

(a)        Mechanical and maintenance non-trades employees engaged in Ship repair work which a foreperson and employee agree is of an unusually dirty or offensive nature will be paid for at an amount per hour extra as set out in Item 10;

 

(b)       In the case of disagreement between the supervisor and employee, the dispute settling procedure prescribed in clause 36, will be followed.

 

9.1.5       Restrictive Spaces - Mechanical and electrical tradespersons and maintenance non-trade employees working in restrictive spaces (as defined) will be paid per hour extra as set out in Item 11 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.

 

(a)        For the purpose of this clause, "restrictive space" means a compartment, space or a place the dimensions of which necessitate an employee working in a stooped or cramped position or without proper ventilation and, subject thereto, includes such space:

 

(i) in the case of a ship - inside complete tanks, chain lockers and peaks, in bilges, under engine beds, under engine rooms and stoke-hold floors or under or inside boilers;

 

(ii) in the other cases - inside boilers, steam drums, mud drums, furnaces, flues, combustion chambers, receivers, buoys, tanks, superheaters, or economisers.

 

9.1.6       High Places - Electrical and Mechanical tradespersons and maintenance non-trades other than riggers and splicers, employees working in any building or structure in a bosun’s chair or swinging scaffold, or engaged in the construction, erection, repair and/or maintenance of ships, steel frame buildings, bridges, gasometers or other structures at a height of 15 metres or more directly above the nearest horizontal plain will be paid an amount per hour extra as set out in Item 12 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.

 

9.1.7     Oil Tanks - Mechanical tradespersons and maintenance non-trades employees working on repairs in oil tanks will be paid per hour extra as set out in Item 13 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.  Any employee so engaged for more than half of one day or shift will be paid the prescribed allowance for the whole of the day or shift.

 

9.1.8       Explosive-Powered Tools - Employees required to use explosive-powered tools will be paid per hour extra the amount as set out in Item 14 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications, with a minimum payment as set out in this award (subject to the minimum payments set out in Item 14).

 

9.1.9       Slag Wool - Maintenance employees handling loose slag wool, loose insulwool or other loose material of a like nature used for providing insulation against heat, cold or noise will, when employed on ship repairing or on construction, repair or demolition of furnaces, walls, floors and/or ceilings, be paid an amount per hour extra as set out in Item 15 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.

 

9.2        Plumbers Disability Rates -

 

9.2.1       Insulation Material - A plumber who is called upon to handle charcoal, pumice, granulated cork, silicate of cotton, insulwool, slag wool or other recognised insulation material of a like nature or working in the immediate vicinity so as to be affected by the use thereof, will be paid the amount per hour or part thereof as set out in Item 16 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.

 

9.2.2       Chokage - A plumber and labourers assisting plumbers employed on any chokage necessitating the opening up of any soil, waste or drain pipes or scuppers conveying sewage will be paid in addition the sum per day or shift or part thereof as set out in Item 17 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.

 

9.2.3       Restrictive Space - A plumber who works in a place the dimensions or nature of which necessitates working in a cramped position or without sufficient ventilation will be paid per hour as set out in Item 18 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.

 

9.2.4       Swinging Scaffold - When work is performed on a swinging scaffold, swinging stage or rope ladder at a height of 7.5 metres above ground level or in a bosun's chair by a plumber or labourer assisting a plumber he or she will be paid, in addition, an additional sum per day or shift or part thereof as set out in Item 19 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.

 

9.2.5       Computing Quantities - A plumber will, if required to compute quantities or make up estimates, be paid an amount per hour in addition to his ordinary rate of pay, as set out in Item 20 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.

 

9.2.6       One or More Rates - When more than one of the above rates provide payment for disabilities of substantially the same nature, then only the highest of such rates will be payable

 

9.3        Electrical Tradespersons -

 

9.3.1       Toxic Substances -

 

(a)        electrical tradesmen required to use toxic substances will be informed by the employer of the health hazards involved and instructed in the correct and necessary safeguards which must be observed in the use of such materials;

 

(b)       electrical tradesmen using such materials will be provided with and will use all safeguards as are required by the appropriate Government authority;

 

(c)        electrical tradesmen using toxic substances or materials of a like nature, where such substances or materials are used in quantities of 0.5 kg or over, will be paid an amount per hour extra as set out in Item 21 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates  Restructured Classifications;

 

(d)       electrical tradesmen working in close proximity to employees so as to be affected by the use of such substances or materials will be paid an amount per hour extra as set out in Item 22 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications;

 

(e)        for the purpose of this subclause, toxic substances include epoxy based materials and all materials which include or require the addition of a catalyst hardener and reactive additives or two-pack catalyst system are deemed to be materials of a like nature.

9.4             Bricklayers and Labourers -

 

9.4.1       Bricklayers and labourers assisting bricklayers when brick lining stacks and when engaged on the work of inside lining the outer combustion wall of blast furnace stoves, will be paid an additional rate as set out in Item 23 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications:

 

(a)        an amount per hour when working at a height above 15 metres and not more than 30 metres;

 

(b)       an amount per hour for each 15 metres above 30 metres.

 

Height is measured from the nearest horizontal plane.

 

9.4.2       Bricklayers and labourers assisting bricklayers when working in boiler chambers at the power house will be paid an amount per hour in addition to his or her ordinary rate as set out in Item 24 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.

 

9.4.3       Bricklayers and labourers assisting bricklayers, when working inside stacks and flues, on brick linings, which when bricked have a diameter of 900 mm or under, will be paid by way of a clothing allowance an additional amount per shift or part thereof as set out in Item 25 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.  When this work is with the approval of the Company shared by arrangement between the employees themselves, each such employee will be paid a clothing allowance at the rate per shift for the time he is so employed as set out in Item 25 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.

 

9.5        Other Employees -

 

9.5.1       Applying obnoxious substances -

 

(a)        a tradesperson painter or brush hand engaged in either the preparation and/or the application of epoxy based materials or materials of a like nature will be paid an amount per hour extra as set out in Item 26 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications;

 

(b)       in addition, tradesperson painters or brush hands applying such material in buildings which are normally air conditioned will be paid an amount extra per hour for any time worked when the air conditioning plant is not operating as set out in Item 27 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications;

 

(c)        where there is an absence of adequate natural ventilation, the employer will provide ventilation by artificial means and/or supply an approved type of respirator and, in addition, protective clothing will be supplied where recommended by the appropriate Government authority;

 

(d)       tradesperson painters or brush hands working in close proximity to tradesmen painters or brush hands so engaged will be paid an amount per hour extra as set out in Item 28 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications;

 

(e)        for the purpose of this clause, all materials which include or require the addition of a catalyst hardener and reactive additives or two-pack catalyst system will be deemed to be materials of a like nature;

 

(f)        this clause does not apply to employees who are paid rates fixed by federal awards or to electrical tradespersons or linespersons.

 

9.5.2       Foundry Allowance -

 

(a)        employees employed at the Foundries department, whilst engaged on foundry work as defined in this award, will be paid a foundry allowance as set out in Item 29 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications for each hour worked to compensate for all disagreeable features associated with foundry work, including heat, fumes, atmospheric conditions, sparks, dampness, restrictive spaces and noise;

 

(b)       the foundry allowance prescribed in this clause, will be in lieu of any payment otherwise due under this clause and does not in any way limit the Company's obligations to comply with all relevant requirements of Acts and regulations of a State of the Commonwealth relative to conditions in foundries;

 

(c)        for the purpose of this subclause, "foundry work" means:

 

(i) any operation in the production of castings by casting metal in moulds made of sand, loam, metal, moulding composition or other material or mixture of materials, or by shell moulding, centrifugal casting or continuous castings; and

 

(ii) where carried on as an incidental process in connection with and in the course of production to which paragraph 9.5.2(c)(i) of this definition applies; the preparation of moulds and cores (but not in the making of patterns and dies in a separate room), knock out processes and dressing operations; but do not include any operation performed in connection with:

 

(A) non-ferrous die casting (including gravity and pressure);

 

(B) casting of billets and/or ingots in metal moulds;

 

(C) continuous casting of metal into billets;

 

(D) melting of metal for use in printing;

 

(E) refining of metal;

 

(d)       despite the provisions of paragraph (a) of this subclause and subject to the provisions of paragraph (b) of this subclause, and the exclusions mentioned in paragraph (c) of this subclause, electrical and mechanical tradespersons and maintenance non-tradespersons required to work in a foundry (i.e. a place in which foundry work is carried out) will be paid the foundry allowance prescribed in paragraph (a) of this subclause, to compensate for all disagreeable features, including heat, fumes, atmospheric conditions, sparks, dampness, restrictive space and noise.  Such employees will not be paid the foundry allowance for any work in the foundry during any period that foundry production is not being carried out, with the exception of any work therein during a period up to 8 hours immediately following the cessation of foundry production.  During any period in which the foundry allowance is not applicable, the appropriate disability provisions of this clause apply;

 

(e)        this subclause 9.5.2 does not apply to employees employed in Foundries Operator classifications as set out in Table 1 - Restructured Ironworker Rates of Pay of Part C - Monetary Rates - Restructured Classifications.

 

9.5.3       Spray Painting - A tradesperson painter engaged on all spray painting carried out in other than a properly constructed booth, approved by the appropriate Government authority, will be paid an amount per hour extra as set out in Item 30 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications.

 

9.6        Rates Not Subject to Penalty Additions - The disability rates prescribed in this clause will be paid irrespective of the times at which the work is performed and are not be subject to any premium or penalty additions.

 

9.7        Special Rates Not Cumulative - Where an employee is entitled to more than one of the extra rates for disabilities which exist on the same job, the employer is bound to pay only the highest rate.  This subclause does not apply to subclauses, 9.2.3, Restrictive Spaces, 9.1.4, Dirty Work, 9.1.6, High Places, 9.1.1 Hot Places or, 9.1.3, Wet Work, the rates for which are cumulative.

 

9.8        Tools -

 

9.8.1       The rates of pay for tradesperson classifications and apprentices appearing in Table 2 - Graded Trades Rates of Pay and Table 3 - Apprentices of Part C - Monetary Rates - Restructured Classifications are inclusive of tool allowances for such tradespersons.  Clause D, Tool Allowance, appearing in Part D - Appendix - Unrestructured Classifications of this award has no application in relation to employees employed in tradesperson classifications appearing in Table 2 - Graded Trades Rates of Pay of Part C - Monetary Rates - Restructured Classifications.

 

9.8.2       The Company will provide for the use of tradespersons all necessary power tools, special purpose tools, precision measuring instruments and, for sheet metal workers, snips used in the cutting of stainless steel, monel metal and similar hard metals.

 

9.8.3       Where it was the practice as at 5 November 1979 for the Company to provide all tools ordinarily required by tradespersons in the performance of their work, the Company may continue that practice and, in any event, the allowance prescribed in Clause D, Tool Allowance, of Part D - Appendix - Unrestructured Classifications does not apply to such tradespersons.

 

10.  Maximum Payment

 

10.1      Shift allowance and special rates are not subject to any premium or penalty additions.

 

10.2      All rates prescribed by this award must not exceed double the rate prescribed by clause 6, Rates of Pay, or clause 8, Special Rates (All Purpose), or the corresponding clauses of a federal award.  This subclause does not apply to any excess due to payments arising from clause 9, Disability Rates, clause 15, Shift Work Allowances for Shift Workers, or clause 18, Sunday and Public Holiday Rates (in respect of work done on Public Holidays) of this award or the corresponding clause of a federal award.

 

 

 

 

11.  Retention of Rate

 

11.1      Where, as a result of the rationalisation of the Company's operations, the introduction of technological change, or changes in work practices, an employee is appointed to a classification or classifications which receive lower earnings from the margin or bonus (or both) than did his or her classification immediately prior to the appointment or the first appointment ("the previous classification"):

 

11.1.1   If the employee has two or more years' continuous service with the Company, he or she shall retain the margin or bonus (or both) applicable to the previous classification subject to the following adjustments:

 

(a)        in the first and second years after the date of an employee's appointment, all changes in margins or bonus applicable to the previous classification;

 

(b)       in the third year after the date of appointment, half of any changes in margin or bonus applicable to the previous classification;

 

(c)        thereafter, no further adjustments.

 

Provided that when the margin or bonus of the employee's new classification exceeds the margin or bonus he or she then receives, he or she shall thereafter receive payment of margin or bonus (or both) as the case may be according to an employee's new classification.

 

11.1.2   If the employee has less than two years' continuous service with the Company he or she shall retain the margin or bonus (or both) applicable to the previous classification subject to the following adjustments:

 

(a)        in the first year after the date of appointment half of all changes in margin or bonus applicable to the previous classification;

 

(b)       thereafter, no further adjustments.

 

Provided that when the margin or bonus of the employee's new classification exceeds the margin or bonus he or she then receives, an employee shall thereafter receive payment of margin or bonus (or both) as the case may be according to the new classification.

 

11.2      Where, as a result of a market change affecting the Company's operations an employee is appointed to a classification or classifications which receive lower earnings from the margin or bonus (or both) than did his or her classification immediately prior to the appointment or the first appointment ("the previous classification"), if the employee has two or more years' continuous service with the Company he or she shall retain the margin or bonus (or both) applicable to the previous classification subject to the following adjustments:

 

11.2.1   In the first year after the date of his appointment, all changes in margin or bonus applicable to the previous classification.

 

11.2.2   In the second year after the date of his or her appointment, half of any changes in margin or bonus applicable to the previous classification.

 

11.2.3       Thereafter, no further adjustments.  Provided that when the margin or bonus of the employee's new classification exceeds the margin or bonus he then receives that he or she shall thereafter receive payment of margin or bonus (or both) as the case may be according to his new classification.

 

11.3      Where an employee, as a result of the circumstances specified in subclauses 11.1 and 11.2 hereof, ceases to be entitled to a leading hand allowance, that employee shall, (provided he or she had been receiving such leading hand allowance throughout the six months immediately proceeding such cessation of his or her entitlement thereto), retain the leading hand allowance to which that employee was entitled immediately proceeding such cessation of his or her entitlement subject to the same qualifications and adjustments as are specified in subclauses 11.1 and 11.2 hereof in relation to margins and bonuses in the circumstances which result in the employee ceasing to be entitled to such leading hand allowances.

 

12.  Time and Payment of Wages

 

12.1      All wages will be paid fortnightly by electronic funds transfer directly into an account nominated by the employee with a bank, building society, credit union or other financial institution recognised by the Company.

 

12.2      Each pay period will commence at 7.20 am on Sunday computed from 7.20 am on 1 June 1958.

 

12.3      Any variation of this award expressed to operate from the beginning of a pay period will operate as if each fortnightly pay period comprises two separate weekly pay periods.

 

DIVISION 3 - HOURS OF WORK

 

13.  Hours of Duty

 

13.1      Full-time Employees - Ordinary working hours will be an average of 38 hours per week over the full cycle of the relevant work roster.  Ordinary working hours will not exceed:

 

13.1.1       Eight hours during any consecutive 24 hours, or up to twelve hours during any consecutive 24 hours where there is agreement between the Company and the majority of employees concerned in the relevant work area; or

 

13.1.2   152 in 28 consecutive days;

 

except in the case of rostering arrangements which provide for the weekly average of 38 ordinary hours to be achieved over a period which exceeds 28 consecutive days.

 

13.2      Day Workers -

 

13.2.1       Ordinary working hours will be worked Monday to Friday, inclusive, between the hours of 6.00 am and 6.00 pm each day.

 

13.2.2   On each day worked, Monday to Friday, inclusive, not less than 30 minutes nor more than 45 minutes will be allowed to Day Workers for a meal and, except in the case of urgent breakdown work necessary to secure an immediate resumption of operations, will be allowed between the hours of 11.30 am and 1.20 pm.

 

13.3      Shift Workers -

 

13.3.1       Twenty minutes will be allowed to Shift Workers each shift for crib which will be counted as time worked.

 

13.3.2   In the case of 12-hour shift systems, two 20-minute crib breaks will be taken approximately four hours apart.  Each crib break will be taken in accordance with the needs of the operation and will be counted as time worked.

 

14.  Employees Presenting Themselves for Work and Not Required

 

Subject to the provisions of clause 32, Contract of Employment, an employee who presents themself for ordinary work without notice that he or she will not be required will be paid at least four hours' pay.

 

DIVISION 4 - SHIFT WORK AND OVERTIME

 

15.  Shift Work Allowances for Shift Workers

 

15.1      Subject to the provisions contained in this award which provide otherwise, Shift Workers will be paid, in addition to the rates payable under this award, the following shift work allowances:

 

15.1.1       Shift Workers whilst working rotating shifts (day shift, night shift, afternoon shift), with regular weekly changes - at the applicable rate per 38-hour week as set out in Item 31 of Table 7 - Other Rates and Allowances of Part C - Monetary Rates - Restructured Classifications of this award in respect of all shifts worked.

 

Exceptions to this are that:

 

(a)        each such rotating Shift Worker, when engaged under a roster system which does not provide for at least one-third of his or her working time in the full cycle of the roster being on day shift, will be paid an additional shift allowance at the rate per 38-hour week as set out in Item 32 of Table 7 - Other Rates and Allowances, of Part C - Monetary Rates - Restructured Classifications in respect of each of any number of afternoon and/or night shifts more than two-thirds of his or her working time in the roster worked by the employee;

 

(b)       working time on day shift will, if necessary, include shifts rostered off on day shift not exceeding an average over the full cycle of the roster of one per 38-hour week.

 

15.1.2       Shift Workers whilst working shift work which involves regular weekly changes as follows:

 

(a)        day shift, night shift;

 

(b)       day shift, afternoon shift;

 

(c)        day shift, day shift, afternoon shift;

 

(d)       day shift, day shift, night shift;

 

will be paid the applicable amount per 38-hour week as set out in Item 33 of Table 7 - Other Rates and Allowances of Part C - Monetary Rates - Restructured Classifications.

 

15.1.3       Shift Workers whilst working shift work on shift systems as follows:

 

(a)        night shift, afternoon shift;

 

(b)       night shift only;

 

(c)        afternoon shift only;

 

will be paid the applicable amount per 38-hour week as set out in Item 34 of Table 7 - Other Rates and Allowances of Part C - Monetary Rates - Restructured Classifications.

 

15.1.4       Shift Workers who work any afternoon or night shift other than under the shift systems set out in paragraphs 15.1.1, 15.1.2 and 15.1.3 of this subclause, and are not paid in respect of any day shift worked, will be paid at the applicable amount per shift for each afternoon or night shift worked as set out in Item 35 of Table 7 - Other Rates and Allowances of Part C - Monetary Rates - Restructured Classifications.

 

15.1.5       Each shift allowance prescribed above is on a shift basis the rate being determined in each case by dividing the shift allowance prescribed by five.

 

15.2      In this clause "night shift" means any shift finishing after 12.00 am and at or before 8.00 am.

 

15.3      Despite any other provisions of this clause, or clause 16, Saturday Rates for Shift Workers, or clause 18, Sunday and Public Holiday Rates, or clause 19, Night Work for Day Workers and Day Shift Workers, or clause 22, Overtime.

15.3.1       Electrical fitters, electrical mechanics and assistants to electrical tradespersons who are regularly employed in the shipping department, will, while so working on shift work in that department, be paid in respect of ordinary time the following shift work allowances for the shifts specified below:

 

(a)        on day shifts Monday to Friday - nil;

 

(b)       on afternoon shifts Monday to Friday - an amount equal to 50% of the award ordinary wage rate;

 

(c)        on night shifts Monday to Friday - an amount equal to 100% of the award ordinary wage rate.

 

15.3.2       Such shift allowances will not be paid in respect of any shift for which weekend and public holiday penalty rates are payable or in respect of any overtime shift.

 

15.3.3   An employee working shift work on Saturdays, Sundays or public holidays, or working overtime, will be entitled to the following wage rates in addition to his or her ordinary wage rates:

 

(a)        Saturday work - 100%;

 

(b)       Sunday work - 150%;

 

(c)        public holiday work - 150%;

 

(d)       overtime work on other than Sundays and public holidays - 100%;

 

(e)        overtime work on Sundays and public holidays - 150%.

 

15.3.4       Any amount prescribed by this subclause will be calculated to the nearest 10 cents, any broken part of 10 cents in the result not exceeding 5 cents being disregarded.

 

16.  Saturday Rates for Shift Workers

 

Shift Workers who have an ordinary shift rostered on a Saturday, will be paid at the rate of time and one-half.

 

17.  Shift Workers Whose Ordinary Working Period Includes Sundays and Public Holidays as Ordinary Working Days

 

Employees may be required to work seven day shift work to meet the needs of the business.  These employees will be required to work Sundays and Public Holidays as ordinary working days.

 

18.  Sunday and Public Holiday Rates

 

18.1      An employee will be paid at the rate of:

 

18.1.1       double time for all work done on Sundays;

 

18.1.2       double time and one half for all work done on the public holidays prescribed in clause 23, Public Holidays.

 

18.2      A shift commencing on a Sunday or Public Holiday will be paid for at the Sunday or Public Holiday rates throughout and a shift which does not commence on a Sunday or Public Holiday, though it extends into a Sunday or Public Holiday, will not carry Sunday or Pubic Holiday rates for any part of this shift.

 

19.  Night Work for Day Workers and Day Shift Workers

 

19.1      Subject to clause 10, Maximum Payment, but otherwise despite anything contained in this award:

 

19.1.1   a Day Worker who is required in lieu of ordinary day work; or

 

19.1.2   a Day Shift Worker who is required in lieu of a day shift on which he or she would ordinarily be rostered,to work at night for periods of not less than a full shift on less than five consecutive nights, or on less than four consecutive nights when the fifth night is his or her 38-hour week rostered off night, will be paid at the rate of time and one half of the ordinary rate of pay for the purpose of clause 6.1, Rates of Pay, or the corresponding clause of a federal award, except:

 

19.1.3   on Saturdays, Sundays, 38-hour week rostered off days and holidays; and

 

19.1.4   in respect of any night for which the employee has not been given at least 48 hours' notice,

 

when the employee will be paid at overtime rates for Day Workers.  No shift allowance is payable in respect of night work under this clause.

 

19.2      In this clause "night" means any hours between 3.20 p.m. and 7.20 a.m., and "Day Shift Worker" means a Shift Worker employed on a shift system involving day shift only.

 

20.  Transfer of Day Workers from Day Work to Shift Work

 

20.1      Day Workers may be employed as and become Shift Workers and paid accordingly.  The period of transfer will not be less than:

 

20.1.1   five shifts; or

 

20.1.2       four shifts when the fifth shift is his or her 38-hour week rostered off shift.

 

20.2      Day Workers should be given at least 48 hours' notice by the Company of the transfer to shift work.  If this notice is not given by the Company he or she will be paid at overtime rates for any shift upon which he or she are employed as a Shift Worker under this clause.

 

21.  Transfer of Shift Workers

 

21.1      A Shift Worker who is required to work on a shift he or she would not ordinarily be rostered will be paid at overtime rates for any such shift.  This provision does not apply if:

 

21.1.1   the Shift Worker has been given at least 48 hours' notice of the requirement to transfer; or

 

21.1.2   the Shift Worker is reverting to the shift on which he or she would ordinarily have been rostered.

 

22.  Overtime

 

22.1      Day Workers - Day Workers for all time worked:

 

22.1.1   in excess of, or outside the ordinary working hours and time prescribed by this award; or

 

22.1.2   in excess of five hours without a meal break (except in the case of urgent breakdown work necessary to secure an immediate resumption of operations),

 

will be paid at a rate of time and one half for the first two hours and at the rate of double time after that.

 

22.2      Shift Workers - Shift Workers for all time worked:

 

22.2.1   in excess of the ordinary working shift hours prescribed by this award; or

 

22.2.2   on more than 11 shifts in 12 consecutive days; or

 

22.2.3   on a rostered shift off; or

22.2.4   in excess of five and one-half hours without a crib break,

 

will be paid at the rate of time and one half for the first two hours and at the rate of double time after that.

 

This subclause will not apply when the time is worked:

 

22.2.5   by arrangement between the employees themselves; or

 

22.2.6   for the purpose of effecting the customary rotation of shifts.

 

22.3      General -

 

22.3.1       Minimum Eight hour rest -

 

(a)        Where overtime work is necessary it should, where reasonably practicable, be arranged so that employees have at least eight consecutive hours off duty between the work of successive days.

 

(b)       An employee who works so much overtime between the end of his or her ordinary work on one day and the commencement of his or her ordinary work on the next day that he or she has not had at least 8 consecutive hours off duty between those times will, subject to this sub-clause, be released after the completion of working overtime until he or she has had eight consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.  If on the instructions of the Company such an employee resumes or continues working without having had eight consecutive hours off duty, he or she will be paid at double rate until he or she is released from duty for such period and he or she will then be entitled to be absent until he or she has had eight consecutive hours off duty without loss of pay for ordinary working time occurring during such period.

 

If, immediately after taking an eight hour rest period, an employee is required to report for work outside his or her ordinary day or shift commencing time and reasonable means of transport are not available, the Company should convey or supply the employee with transport to work.

 

22.3.2       Minimum Payment -

 

(a)        a Day Worker, required to work on a Saturday, Sunday, a 38-hour week rostered day off or a Public Holiday; or

 

(b)       a Monday to Saturday Shift Worker required to work on a Sunday, a 38-hour week rostered day off or a Public Holiday,

 

will be paid for a minimum of four hours' work.  Provided that where the actual working time is less than four hours, the working period will not be regarded as overtime for the purposes of subclause 22.3.1.

 

22.3.3       Rounding Up to Nearest Quarter of an Hour - For the purposes of this clause 22, a fraction of a quarter of an hour of overtime counts as a quarter of an hour if more than five minutes have been worked.

 

22.3.4       Payment for Call-out - An employee recalled from his or her home to work overtime will be paid for a minimum of four hours' work.  If the actual time worked is shorter than four hours the working period will not be regarded as overtime for the purpose of paragraph 22.3.1 - Minimum eight hour rest.  For the purpose of this clause, a recall from home to work overtime takes place when the employee is notified at home of the requirement to return to work.  An employee recalled from his or her home to work overtime will, at the employee's option, be provided with a suitable meal free of cost for each normal meal break falling during the overtime for which he or she was called out, or be paid for a meal allowance as set out in Item 36 of Table 7 of Part C of this award.

 

22.3.5       Crib - an employee required to continue at work on overtime for more than one and a half hours after his or her ordinary ceasing time, who was not notified before leaving work on the previous day or shift that he or she would be required to work overtime, may choose to receive either:

 

(a)        a suitable meal free of cost, and another meal for each subsequent meal break into which the work extends; or

 

(b)       payment of a meal allowance as set out in Item 36 of Table 7, Other Rates and Allowances of Part C - Monetary Rates - Restructured Classifications.

 

22.3.6       Spoilt Meal - If an employee reports to work on notified overtime to find that he or she is not required to work, or is required to work less than one and a half hours, and he or she has brought a meal to work, he or she is entitled to payment of a meal allowance as set out in Item 36 of Table 7 of Part C, as compensation.

 

22.3.7       Transport Home - Where an employee working overtime finishes work at a time when reasonable means of transport is not available to them, the Company will:

 

(a)        within a reasonable time transport the employee to:

 

(i)         a reasonable distance from his or her home; or

 

(ii)        a place to which the employee usually travels by public transport when returning home from work; or

 

(iii)       a place from which he or she can, within a reasonable time, obtain public transport to a reasonable distance from his or her home or the place to which he or she usually travels by public transport when returning home from work; or

 

(b)       pay the employee his or her current rate of pay for the time reasonably occupied in reaching his or her home.

 

DIVISION 5 - TYPES OF LEAVE AND PUBLIC HOLIDAYS

 

23.  Public Holidays

 

23.1      The days on which New Year's Day, Australia Day, Good Friday, the Saturday following Good Friday, Easter Monday, Anzac Day, Queen's Birthday, the local Eight Hour Day, Christmas Day and Boxing Day and the picnic day of the Steel Industry Unions, if any, are observed and special days appointed by proclamation as public holidays throughout the State, are to be public holidays.

 

Day Workers and Monday to Saturday Shift Workers not required to work on a public holiday will be paid for the public holiday at the ordinary rates of pay under clause 6.1, Rates of Pay and clause 8, Special Rates (All Purpose), or the corresponding clause of a federal award, and the applicable bonus.

 

23.2      This provision for payment does not apply to:

 

23.2.1   an employee whose rostered shift falls on a public holiday (subject to the provisions of subclause 27.2 of clause 27, Days Added to the Period of Annual Leave or Long Service Leave;

 

23.2.2   an employee who is absent without leave, or reasonable excuse, on the working day before or after a public holiday.

 

 

 

 

24.  Sick Leave

 

24.1      Illness or Incapacity - An employee who is absent for his or her ordinary working hours due to personal illness or incapacity, and not due to his or her own serious and wilful misconduct, is entitled to be paid at ordinary time rates of pay and applicable bonus payment for the time of his or her absence, subject to the following:

 

24.1.1       Worker’s Compensation - An employee is not entitled to be paid for an absence of any period for which he or she is entitled to workers' compensation.

 

24.1.2       Absence Notification - An employee must inform the Company of his or her inability to attend work within 24 hours of the commencement of his or her absence.  An employee should state the nature of the illness or incapacity and the estimated duration of his or her absence.

 

24.1.3       Proof of Absence - An employee must prove to the satisfaction of the Company or, in the event of a dispute, the Industrial Relations Commission of New South Wales that he or she is or was unable to attend for duty on the day or days for which payment under this clause is claimed on account of his or her illness or incapacity.

 

24.2             Entitlements -

 

24.2.1       Calculation of Entitlements - An employee is entitled to sick pay for the number of ordinary working hours based on the years of his or her continued employment as follows:

 

(a)        an employee with less than 1 year's continued employment is entitled to 40 ordinary hours;

 

(b)       an employee with one or more years' continued employment but less then 10 years' continued employment is entitled to 64 ordinary hours;

 

(c)        an employee with ten or more years' continued employment is entitled to 80 ordinary hours;

 

(d)       claimed leave will be deducted from the employee's accrued leave.

 

24.2.2       Accumulation of Entitlements - Unused sick leave will accumulate each year of continuous employment with the Company, whether under this or any other award.  Accumulated sick leave may be used in subsequent years of continued employment subject to the conditions prescribed by this clause.  The maximum period of accumulation is 16 years, from the end of the year in which he or she accrued.

 

24.2.3       Three Months Minimum Service - There is no entitlement to sick leave until an employee has completed 3 months' continuous service.

 

24.2.4       Continuous Service - For the purpose of this clause, continuous service is considered as not being broken by:

 

(a)        any absence from work on leave granted by the Company; or

 

(b)       any absence from work due to personal illness, injury or other reasonable cause which the employee has provided sufficient proof.

 

These absences will not be taken into account in computing the qualifying period of 3 months.

 

25.  Personal/Carer's Leave

 

25.1      Use of Sick Leave -

 

25.1.1   An employee, other than a casual employee, with responsibilities in relation to a class of person set out in subparagraph 25.1.3(b), who needs the employee's care and support, is entitled to use, in accordance with this subclause, any current or accrued sick leave entitlement, provided for in clause 24, Sick Pay, of this award for absences to provide care and support for such persons when he or she is ill.  Such leave may be taken for part of a single day.

 

25.1.2       The employee will, 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 carer's leave under this sub-clause where another person has taken leave to care for the same person.

 

25.1.3       The entitlement to use sick leave in accordance with this subclause is subject to:

 

(a)        the employee being responsible for the care of the person concerned; and

 

(b)       the person concerned being:

 

(i) a spouse of the employee; or

 

(ii) a defacto 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

 

(iii) 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

 

(iv) a same sex partner who lives with the employee as the de facto partner of that employee on a bona fide domestic basis; or

 

(v) a relative of the employee who is a member of the same household, where for the purpose of this subparagraph:

 

(A) "relative" means a person related by blood, marriage or affinity;

 

(B) "affinity" means a relationship that one spouse because of marriage has to blood relatives of the other; and

 

(C) "household" means a family group living in the same domestic dwelling.

 

25.1.4   An employee will, wherever practicable, give the Company notice prior to the absence of the intention to take leave, the name of the person requiring care and that person's relationship to the employee, the reasons for taking such leave and the estimated length of absence.  If it is not practicable for the employee to give prior notice of absence, the employee will notify the Company by telephone of such absence at the first opportunity on the day of absence.

 

25.2      Unpaid Leave for Family Purpose -

 

25.2.1   An employee may elect, with the consent of the Company, to take unpaid leave for the purpose of providing care and support to a member of a class of person set out in 25.1.3(b) who is ill.

 

25.3      Annual Leave -

 

25.3.1   An employee may elect with the consent of the Company, subject to the Annual Holidays Act 1944, 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.

 

25.3.2       Access to annual leave, as prescribed in 25.3.1, will be exclusive of any shutdown period provided for elsewhere under this award.

 

25.3.3   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.

 

25.4      Time Off in Lieu of Payment for Overtime -

 

25.4.1   An employee may elect, with the consent of the Company, to take time off in lieu of payment for overtime at a time or times agreed with the employer within 12 months of the election.

 

25.4.2       Overtime taken as time off during ordinary time hours will be taken at the ordinary time rate, that is an hour for each hour worked.

 

25.4.3   If, having elected to take time as leave in accordance with 25.4.1, the leave is not taken for whatever reason payment for time accrued at overtime rates will be made at the expiry of the 12 month period or on termination of employment.

 

25.4.4       Where no election is made in accordance with 25.4.1, the employee will be paid overtime rates in accordance with the award.

 

25.5      Make-up Time -

 

25.5.1   An employee may elect, with the consent of the Company, 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.

 

25.5.2   An employee on shift work may elect, with the consent of the Company, 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.

 

25.6      Rostered Days Off -

 

25.6.1   An employee may elect, with the consent of the Company, to take a rostered day off at any time.

 

25.6.2   An employee may elect, with the consent of the Company, to take rostered days off in part day amounts.

 

25.6.3   An employee may elect, with the consent of the Company, 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 Company and employee, or subject to reasonable notice by the employee or the Company.

 

25.6.4       This subclause is subject to the Company informing each union which is both party to the award and which has members employed at the Works of its intention to introduce an enterprise system of rostered day off flexibility, and providing a reasonable opportunity for the union(s) to participate in negotiations.

 

26.  Annual Leave

 

26.1      Day Workers and Monday to Saturday Shift Workers - For annual leave provisions see Annual Holidays Act 1944.

 

26.2      Shift Workers under clause 17 Whose Working Period Includes Sundays and Public Holidays as Ordinary Working Days:

 

26.2.1   In addition to the annual holiday of 4 weeks provided by section 3 of the Annual Holidays Act 1944 for a year of employment, seven-day Shift Workers under clause 17 are entitled to the additional leave specified below:

 

(a)        if an employee has worked as a seven-day Shift Worker for the full year he or she is entitled to one week's additional leave;

 

(b)       subject to subparagraph 26.2.1(d), if an employee has worked as a seven-day Shift Worker for only a portion of the year, he or she is entitled to 1 additional day of leave for every 33 ordinary shifts worked as a seven-day Shift Worker;

 

(c)        subject to subparagraph 26.2.1(d) an employee will be paid for additional leave at the Annual Leave Rate of Pay, for the number of ordinary hours of work for which the employee would have been rostered for duty during the period of additional leave;

 

(d)       where the additional leave calculated under this subclause is or includes a fraction of a day, the fraction will not form part of the leave period.  Any fraction will be discharged by payment only;

 

(e)        in this clause, reference to one week and one day includes holidays and non-working days.

 

26.2.2       Where an employee's employment is terminated and he or she is therefore entitled under Section 4 of the Annual Holidays Act 1944, to payment in lieu of an annual leave with respect to a period of employment, he or she is also entitled to an additional payment of 3 hours at the Annual Leave Rate of Pay for each 21 shifts of service as a seven-day Shift Worker which he or she worked during his or her period of employment.

 

26.3       Monday To Saturday Shift Workers Who Are Regularly Rostered For Duty On Saturdays As Ordinary Working Days - In addition to the annual holiday of 4 weeks provided by Section 3 of the Annual Holidays Act 1944 for a year of employment, Monday to Saturday Shift Workers who are regularly rostered for duty on Saturdays as ordinary working days are entitled to the additional leave specified below:

 

26.3.1 For every 13 Saturdays upon which an employee worked an ordinary shift as a Monday to Saturday Shift Worker who is rostered for duty on Saturdays as ordinary working days, is entitled to 1 day additional leave for that year.

 

26.3.2 Where the additional leave calculated under this sub-clause is or includes a fraction of a day, the fraction will not form part of the leave period.  Any fraction will be discharged by payment only.

 

26.3.3 The additional entitlements under this sub-clause will apply only to leave which becomes fully due on or after 23 September 1980.

 

26.4      All employees - Annual Leave Loading -

 

26.4.1   An employee will be paid a loading of 20%, for the period of his or her annual leave calculated on the less of:

 

(a)        his or her ordinary pay pursuant to the Annual Holidays Act 1944, and where applicable, his or her Annual Leave Rate of Pay pursuant to this clause and clause 27, Days Added to the Period of Annual Leave or Long Service Leave, or

 

(b)       the sum of:

 

(i) the employee’s award rate of pay for ordinary time at the commencement of his or her annual leave as prescribed for the purpose of clause 6, Rates of Pay, and

 

(ii) the employee’s applicable bonus payable at the commencement of his or her annual leave; and

 

(c)        provided that an employee who would have worked on shift work had he/she not been on annual leave will be paid whichever is the greater of:

(i) the loading; or

 

(ii) the shift work allowances specified in clause 15, Shift Work Allowances for Shift Workers, and the weekend penalty rates specified in clause 16, Saturday Rates for Shift Workers, and (in respect of Sundays only) clause 18, Sunday and Public Holiday Rates, that would have been payable to the employee in respect of ordinary time during his or her period of annual leave had he or she not been on annual leave.

 

26.4.2       The loading prescribed by this sub-clause will apply to payment in lieu of a fully due annual holiday on termination of employment, but will not apply to proportionate annual holiday payment on termination of employment.

 

27.  Days Added to the Period of Annual Leave Or Long Service Leave

 

27.1      Seven-day Shift Workers - A seven-day Shift Worker under clause 17, whose working period includes Sundays and Holidays as ordinary working days is entitled to 1 added day of annual leave or long service leave, if a public holiday prescribed in clause 23, Public Holidays, falls within the period of leave.

 

27.2      Rostered Off Duty - An employee who is rostered off duty on a day which is a public holiday prescribed by this award and who is not required to work on that day will:

 

27.2.1   By mutual consent, be paid, in the pay for the period in which the public holiday falls, for the public holiday at the rate payable pursuant to subclause 23.1, Public Holidays, or

 

27.2.2       have 1 day added to his or her annual leave period

 

This subclause does not apply when the public holiday falls:

 

27.2.3   on a Saturday or Sunday, except in the case of employees employed as seven-day Shift Workers under clause 17; or

 

27.2.4   on a Sunday in the case of employees employed as Monday to Saturday Shift Workers who are regularly rostered for duty on Saturdays as ordinary working days.

 

27.3      Rate for Added Days - Any day or days added in the case of annual leave will be paid for at the Annual Leave Rate of Pay.  Any day or days added in the case of long service leave will be paid at the long service leave rate of pay.

 

27.4             Discharging Added Days - Any day or days added in accordance with subclause 27.1 or 27.2, will be the working day or working days immediately following the period of annual leave to which the employees are entitled under clause 26, Annual Leave, or clause 28, Long Service Leave.

 

27.5      Definition of Working Days - For the purposes of subclause 27.4, "working days" will be:

 

27.5.1   In the case of an employee who, at the commencement of his or her period of annual leave, was employed as a Day Worker - any day of the week including a day on which employee concerned would have been rostered off duty if he or she were not on annual leave or long service leave, but excluding a Saturday, a Sunday or a public holiday prescribed by this award.

 

27.5.2   In the case of an employee who, at the commencement of his or her period of annual leave, was employed as a Monday to Saturday Shift Worker - any day of the week other than a Sunday or a public holiday prescribed by this award including a day on which the employee concerned would have been rostered off duty if he or she were not on annual leave or long service leave.

 

27.5.3   In the case of an employee who, at the commencement of his or her period of annual leave, was employed as a seven-day Shift Worker under clause 17, any day of the week including a day on which the employee concerned would have been rostered off duty if he or she were not on annual leave.

 

27.6             Termination Payment - Where an employee’s employment has been terminated and he or she becomes entitled, under Section 4 of the Annual Holidays Act 1944, to payment in lieu of an annual holiday with respect to a period of employment, he or she is also entitled to an additional payment for each day accrued to them under subclause 27.2 at the Annual Leave Rate of Pay.

 

27.7      Seven-day Shift Workers - An employee who is employed as a seven-day Shift Worker who:

 

27.7.1   has a day added to his or her annual leave pursuant to subclauses 27.1 and 27.2; and

 

27.7.2       such a day falls on a public holiday prescribed by clause 23, Public Holidays, on which the employee would have been rostered to work an ordinary shift were it not for his or her entitlement to an added day,

 

will be paid for such day, in addition to his or her entitlement under subclause 27.3, at the rate prescribed by subclause 23.1 of clause 23, Public Holidays.

 

28.  Long Service Leave

 

28.1      For long service leave provisions see Long Service Leave Act 1955.

 

28.2      Despite the Long Service Leave Act 1955 the award rate element of ordinary pay for long service leave will be either:

 

28.2.1   the rate determined in accordance with the Long Service Leave Act 1955; or

 

28.2.2   the rate applicable to the employee at the commencement of his or her long service leave entitlement,

 

whichever is the greater.

 

28.3      An employee is entitled to have all days which are prescribed as Public Holidays by clause 23, Public Holidays, treated as days appointed by the Governor as public holidays for the purposes of the application to him or her of Section 4 (4A) of the Long Service Leave Act 1955.

 

29.  Jury Service

 

29.1      An employee required to attend jury service:

29.1.1       during his or her ordinary working hours; or

 

29.1.2       immediately following an ordinary night shift or immediately before an ordinary afternoon shift on which the employee is rostered to work and, as a result of attending for jury service, is not reasonably able to report for work on the night shift or afternoon shift,

 

will be reimbursed by the Company the difference between the amount paid to them by the Court for his or her attendance for jury service and his or her ordinary time rate of pay and applicable bonus for the period he or she would have worked had he or she not attended for jury service.

 

29.2      An employee must notify the Company as soon as possible of the date upon which he or she is required to attend for jury service.

 

29.3      An employee must give the Company proof of his or her attendance, the duration of such attendance, and the amount received from the Court in respect of the jury service.

 

30.  Compassionate Leave

 

30.1             Entitlement - An employee, other than a casual employee, will be entitled to up to two days compassionate leave without deduction of pay, on each occasion of the death of a person as prescribed in subclause 30.3 of this clause.  In addition to the ordinary time rate of pay, the employee will be paid the amount of over award or bonus he/she would have otherwise received during ordinary working hours.

 

30.2      An employee is not entitled to compassionate leave if the period of leave coincides with any other period of paid leave.

 

30.3             Compassionate leave will be available to the employee in respect to the death of a person prescribed for the purposes of personal/carer's leave as set out in subparagraph (b) of paragraph 25.1.3 of subclause 25.1 of clause 25, Personal/Carer's Leave, provided that, for the purpose of compassionate leave, the employee need not have been responsible for the care of the person concerned.

 

30.4             Compassionate leave may be taken in conjunction with other leave available under subclauses 25.2, 25.3, 25.4, 25.5 and 25.6 of the said clause 25.  In determining such a request, the Company will give consideration to the circumstances of the employee and the reasonable operational requirements of the business.

 

30.5             Notification - The employee must notify the Company as soon as practicable of the intention to take compassionate leave and will provide to the satisfaction of the employer proof of death.

 

31.  Parental Leave

 

For parental leave provisions refer to Part 4, Parental Leave, of Chapter 2, Employment, of the Industrial Relations Act 1996, as amended from time to time.

 

DIVISION 6 - EMPLOYMENT RELATIONSHIP

 

32.  Contract of Employment

 

32.1      Weekly Employment - Employment will be on a weekly basis, subject as provided for elsewhere in this award.

 

32.2      Probation - Employees will be on probation for the first 3 months of his or her employment.  Employment will be on a daily basis at the weekly rate fixed and may be terminated for the first week at a day's notice and subsequently, may be terminated on one week's notice, or by the payment in lieu or forfeiture of 1 week's wages, as the case may be.

 

32.3             Termination - Subject to subclause 32.2, employment may be terminated by 1 week's notice on either side, given at any time during the week, or by the payment or forfeiture of 1 week's wages, as the case may be.  Where an employee has given notice, or has been given notice by the Company, he or she will, upon request, be granted leave of absence without pay for 1 day or shift during the period of notice in order to look for alternative employment.

 

32.4             Performance of Work - Employees must perform such work as the Company may, from time to time reasonably require.  An employee who does not perform or attend for his or her duty will lose his or her pay for the actual time of non-attendance or non-performance, except as provided by clause 24, Sick Leave.

 

32.5      Deduction of Pay for Non-work - This clause does not affect the right of the Company to deduct payment for any day during which an employee cannot be employed usefully because of any strike, or through any breakdown of machinery, or due to any cause for which the Company reasonably cannot be held responsible.

 

32.6      Stand Down - Despite the provisions of this clause, the Company has the right to stand an employee down for refusal of duty, malingering, inefficiency, neglect of duty or misconduct on the part of the employee.  The Company may deduct payment for any day or portion of a day during which the employee is stood down, subject to the following:

 

32.6.1       Investigation - No employee may be stood down before an adequate investigation of the circumstances of the alleged offence has been made or before the employee has had an opportunity to state his or her case and present witnesses to the facts.  This does not apply in the case of a group standing down.

 

32.6.2       Only Superintendent May Stand Down - Only the employee’s superintendent may make a decision as to the standing down of the employee when the superintendent is on duty.

 

32.6.3       Limited Ability of Supervisor to Stand Down - The right of the employee's supervisor to stand down an employee is limited to situations where the employee’s superintendent is not on duty.  The supervisor can only stand down an employee for a period not exceeding the balance of the shift, and only in cases where the employee refuses duty or where the supervisor reasonably is of the opinion that the continued presence of the employee on the plant would be likely to:

 

(a)        constitute a hazard either to that employee or to other employees, or to plant and equipment; or

 

(b)       interfere with normal and orderly functioning of the Company's operations; or

 

(c)        be prejudicial to discipline.

 

32.6.4       Superintendent Interview Following Supervisor Standing Down - Where a supervisor stands an employee down, the supervisor will arrange for the employee to be interviewed by the superintendent not later than the commencement of the employee's next rostered shift of duty or another mutually arranged time.  The superintendent, after reviewing the case, must inform the employee of his or her decision on the matter.

 

32.6.5       Appeal - An employee is entitled to appeal to the relevant Company human resources representative for his or her department, against any decision of a superintendent.  Despite the appeal, the superintendent's decision takes effect pending the determination of the appeal.

 

32.6.6       Working in Other Departments - If an employee is working in a department other than his or her normal department, the employee may be stood down by the appropriate supervisor for that department, subject to the other part of this clause.

 

32.6.7       Definition of Superintendent - "Superintendent" includes:

 

(a)        any officer with authority higher than that of a superintendent;

 

(b)       any officer acting as a superintendent's deputy in the absence of a superintendent;

 

(c)        in a department where there is no officer with the title of superintendent the supervisor who is in charge and in his or her absence his or her deputy.

 

32.6.8       Definition of Department - "Department" includes a section of the plant called a "department" and any other separately administered section of the plant.

 

32.6.9       Definition of Group Standing Down - "group standing down" means the standing down of a group of not less than four employees who have refused duty or who have committed misconduct whilst acting in concert.

 

32.7      Summary Dismissal - This clause does not affect the right of the Company to dismiss an employee without notice for refusal of duty, malingering, inefficiency, neglect of duty or misconduct.  Where an employee is summarily dismissed, wages will be payable up to the time of dismissal only, subject to the following:

 

32.7.1       Investigation - No employee may be dismissed without notice before an adequate investigation of the circumstances of the alleged offence has been made.

 

32.7.2       Only Superintendent May Dismiss - Only the employee’s Superintendent may make a decision to dismiss the employee without notice.

 

32.7.3       Must State Reasons for Dismissal - When a Superintendent decides to dismiss an employee without notice the Superintendent must give the employee the reasons for the dismissal without notice.

 

32.7.4       Contesting Dismissal - If immediately following a dismissal without notice the dismissed employee, or the employee's delegate, tells the Superintendent that the dismissal will be contested:

 

(a)        the dismissal will take effect seven calendar days from the time that the employee was told of his or her dismissal; and

 

(b)       during these seven calendar days, despite the provisions of subclause 32.6, the employee will be stood down without pay.

 

32.7.5       Definitions - The word "Superintendent" has the same meaning as in subclause 32.6.7.

 

33.  Requirements to Work in Accordance With the Needs of the Industry

 

33.1      Overtime - For the purpose of meeting the needs of the industry, the Company may require an employee to work reasonable overtime, including work on a Sunday and a public holiday, at the rate prescribed by this award.  Unless reasonable excuse exists, the employee will work in accordance with this requirement.

 

33.2      Change of Shift System - Subject to clause 20, Transfer of Day Workers from Day Work to Shift Work, and clause 21, Transfer of Shift Workers, for the purpose of meeting the needs of the industry the Company may require any employee to transfer from one shift system to another shift system prescribed by this award at the applicable rate.  Unless reasonable cause exists, an employee will work in accordance with this requirement.

 

34.  Termination of Employment Due to Retrenchment Or Redundancy

 

34.1             Retrenchment -

 

34.1.1       Application - This subclause 34.1 applies to collective dismissals by way of retrenchment, whether made at the same time or over a period of time and where the dismissals relate to circumstances affecting the Company's enterprise and not to the conduct of the employees.  It does not apply to the termination of employment on account of the introduction of mechanisation or technological change.

 

34.1.2       Informing Unions and Employees Affected - The Company is obliged to inform the union parties to this award, and the Company's employees who may be affected by any retrenchments, of the facts and circumstances of the proposed retrenchments as soon as the Company becomes aware that the retrenchments are necessary.

 

34.1.3       Notice of Termination - Despite any other provision of this award, an employee being dismissed will receive four weeks' written notice of dismissal, or four weeks' pay in lieu of notice given.

 

34.1.4   Leave to Seek Alternative Employment - If an employee is required to work out his or her 4 weeks' of notice, the employee is entitled to 1 day's leave with pay in each of the 4 weeks to enable him or her to look for alternative employment.

 

34.1.5       Severance Payment - An employee is entitled to a severance payment whichever is the higher of:

 

(a)        payments prescribed under the Employment Protection Act 1982 or any legislation which succeeds or replaces it; or

 

(b)       the severance payment prescribed below:

 

(i) Four week's basic pay as defined; and

 

(ii) Payments related to age and service, according to the following table:

 

Age at time of termination	Less than 6 months continuous service	Benefit after 6 months continuous service
Under 55	No payment	1.25 weeks basic pay for each year of continuous service, or part thereof on a pro rata basis.
55 or older	No payment	1.5 weeks basic pay for each year of continuous service, or part thereof on a pro rata basis.

 

The scheme under sub-paragraph (b) has a maximum payment of 26 week's pay.

 

A week's basic pay refers to the award wage, plus applicable over award or bonus.  Basic pay does not include shift work allowances, weekend penalties or overtime.

 

34.1.6       Less than Six Months Service Not Entitled - Employees retrenched who have less than 6 months continuous service, are not entitled to severance pay under this subclause.

 

34.2             Mechanisation or Technological Change -

 

34.2.1       Application - This subclause 34.2 applies despite the provision of clause 32, Contract of Employment, where, on account of the introduction or proposed introduction by the Company of mechanisation or technological changes in the industry covered by this award, the Company proposes to terminate the employment of an employee.

 

34.2.2       Notice of Termination - An employee covered by this sub-clause will be given three months' notice of the termination of his or her employment.  If the employment of an employee is terminated and the Company fails to give such notice in full:

 

(a)        The Company will pay the employee at the ordinary rate of pay for the employee's classification for a period equal to the difference between three months and the period of the notice given; and

 

(b)       The period of notice required by this paragraph is deemed to be service with the Company for the purpose of the Annual Holiday Act 1944 and the Long Service Leave Act 1955 or any Act amending or replacing either of those Acts.

 

34.2.3       Less than 12 Months Service Not Entitled - Employees who have less than 12 months continuous service, are not covered by this subclause.

 

34.2.4       Dismissal for Other Reasons Not Prejudiced - The right of the Company to dismiss an employee for reasons specified in clause 32, Contract of Employment, is not prejudiced by the fact that the employee has been given notice under this subclause of the termination of his or her employment.

 

34.3             Notifications -

 

34.3.1       Application - This subclause 34.3 applies if the Company proposes to introduce into the industry covered by this award mechanisation or technological changes which will result in one or more employees becoming redundant.

 

34.3.2       When notifications must be given - At least six months before the introduction of mechanisation or technological changes referred to in paragraph 34.3.1, the Company shall give notifications in accordance with paragraph 34.3.3, and if it is not practicable for the Company to give such notifications at least six months before such introduction, then the Company shall give the notifications as early as it is practicable for the Company to give them.

 

34.3.3       Who notifications are to be given to - The notifications to be given in accordance with paragraph 34.3.2 are notifications in writing to:

 

(a)        the Industrial Registrar;

 

(b)       the Director of the Vocational Guidance Bureau;

 

(c)        the Director of Technical and Further Training; and

 

(d)       the state secretaries of the relevant unions.

 

34.3.4       Content of notifications - The notifications to be given in accordance with paragraph 34.3.2 shall state:

 

(a)        the number of employees who may become redundant;

 

(b)       the occupation of these employees;

 

(c)        the approximate date when the employment of these employees is likely to terminate.

 

35.  Anti-Discrimination

 

35.1      It is the intention of the parties bound by this award to seek to achieve the object in section 3(f) of the Industrial Relations Act 1996 to prevent and eliminate discrimination in the workplace. This includes discrimination on the grounds of race, sex, marital status, disability, homosexuality, transgender identity and age.

 

35.2      It follows that in fulfilling his or her obligations under the dispute resolution procedure prescribed by clause 36 of 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.

 

35.3      Under the Anti-Discrimination Act 1977, it is unlawful to victimise an employee because the employee has made or may make or has been involved in a complaint of unlawful discrimination or harassment.

 

35.4      Nothing in this clause is to be taken to affect:

 

35.4.1   any conduct or act which is specifically exempted from anti-discrimination legislation;

 

35.4.2       offering or providing junior rates of pay to persons under 21 years of age;

 

35.4.3   any act or practice of a body established to propagate religion which is exempted under section 56(d) of the Anti-Discrimination Act 1977;

 

35.4.4   a party to this award from pursuing matters of unlawful discrimination in any State or federal jurisdiction.

 

35.5      This clause does not create legal rights or obligations in addition to those imposed upon the parties by the legislation referred to in this clause.

 

36.  Procedure for Resolving Claims, Issues and Disputes

 

36.1             Introduction - The parties intend that the level of direct action in the Company's operations, particularly strikes, be greatly reduced in order to provide a basis for a reduction of the ordinary weekly hours of work in the steel industry to 38 and to minimise contraction of the industry's operations.

 

To enable claims, issues and disputes to be progressed while work proceeds normally the following procedure will apply:

 

36.1.1       Departmental Claims, Issues and Disputes -

 

(a)        Employee(s) and/or delegate(s) of the union(s) involved will place the claim, issue or dispute before the immediate supervisor.  The immediate supervisor will take all reasonable steps to reply to the employee(s) and/or delegate(s) as soon as possible.  If the reply cannot be given by the end of the next ordinary working shift, a progress report will be given.

 

(b)       Failing agreement, employee(s) and/or delegate(s) of the union(s) involved will place the claim, issue or dispute before the superintendent or deputy.  The superintendent or deputy will take all reasonable steps to reply to the employee(s) and/or delegate(s) as soon as possible.  If a reply cannot be given by the end of the superintendent's or deputy's next ordinary working day a progress report will be given.

 

(c)        Failing agreement, employee(s) and/or delegate(s) and/or official(s) of the union(s) involved will place the claim, issue or dispute before the Company's Employee Relations Department.  The claim, issue or dispute and all relevant circumstances relating to it will then be fully reviewed by the management of the Company and by the union(s) involved and all reasonable steps will be taken in an endeavour to resolve the matter.

 

(d)       Failing agreement, the claim, issue or dispute will be referred to the appropriate industrial relations tribunal, if the union(s) wants to pursue it further.

 

(e)        The above procedures in 36.1.1(a) to 36.1.1(c) do not apply to claims, issues or disputes relating to genuine safety matters.  In such matters the Company will undertake immediate investigations including discussions with the employee(s) and/or delegate(s) and/or official(s) of the union(s) involved.  As necessary the appropriate government authority will be involved.

36.1.2       General Claims, Issues And Disputes -

 

(a)        The official(s) and delegate(s) of the union(s) involved will place the claim, issue or dispute before the Company's Employee Relations Department, which will take all reasonable steps to reply as soon as possible.

 

(b)       Failing agreement, the claim, issue or dispute will be referred to the appropriate industrial relations tribunal if the union(s) wants to pursue it further.

 

36.2      Other Rights and Duties - The provisions of this clause will not affect in any way any other rights and duties of any party to this award pursuant to the Industrial Relations Act 1996 or any other Act or at common law in relation to any matter.

 

36.3      Review of Procedure - The operation of this clause will be jointly reviewed by the parties at regular intervals.

 

DIVISION 7-- MISCELLANEOUS

 

37.  Delegates

 

37.1             Recognition of Delegates -

 

37.1.1       The Company will recognise an employee who is a delegate representing the employees in a shop or department where he or she is employed.  A delegate will be allowed the necessary time to interview the employees for whom the delegate represents, the Company or its representatives, during working hours, where there is a dispute affecting employees in his or her shop or department.

 

37.1.2       The Company will not be bound to recognise as a delegate any employee whom the union concerned has sent written notification to the Company that it does not recognise that employee as a delegate.

 

37.1.3       The Company will, upon request, provide each recognised delegate with a suitable locker for the purpose of storing relevant union material at the workplace.

 

37.2      Delegates' Training -

 

37.2.1       The Company recognises the unions desire for delegates' training and will cooperate with unions to facilitate release and pay ordinary wages to delegates attending agreed courses in cases where:

 

(a)        there is prior consultation with the Company about the course and the ability to release particular employees from the job;

 

(b)       the course is aimed at improving industrial relations and deals with relevant matters in a positive and responsible manner;

 

(c)        when appropriate, there is an opportunity for Company participation in or contribution to the course.

 

The Company will not unreasonably refuse to release delegates to attend training courses that comply with (a), (b) and (c) of this clause.

 

38.  Apprentices

 

Where any provisions of this award, so far as he or she relate to apprentices, are inconsistent with the provisions of this clause, the provisions of this clause will, to the extent of the inconsistency, prevail.

 

38.1             Conditions of Employment - The ordinary conditions of employment, including method of payment, award holidays, hours and overtime, will be those contained in this award, provided an apprentice whilst under 18 years of age will not be allowed to work shift work, and an apprentice will not work shift work unless working under the control of a tradesperson in the same trade.  An apprentice will not be required to work overtime during the first year of his or her apprenticeship unless he or she is willing to do so.

 

38.2      Lost Time - The Company may deduct from the wages of an apprentice amounts proportionate to the working time lost by the apprentice in any wage period when suspended under the provisions of subclause 38.3 or owing to his or her absence from the service of the Company, unless such absence is caused by:

 

38.2.1   the Company's fault;

 

38.2.2       illness not exceeding one week in each year of service, duly certified by a qualified medical practitioner;

 

38.2.3   the occurrence of any public holiday prescribed by this award.

 

38.3             Disciplinary Code -

 

38.3.1       Apprentices may be suspended by the Company without pay during such period of suspension for the following reasons, and subject to the undermentioned limitations of each suspension, viz:

 

Nature of Offence or Misdemeanour

 

Disobedience, Laziness, Bad Timekeeping, General Misconduct, etc

 

First Offence - The apprentice will be cautioned and told that this caution will be noted on his or her history card.

 

Second Offence - The apprentice may be suspended for a period not exceeding five working days (without pay).  Time lost by such suspension will be made up at the end of each year.

 

Third Offence - The apprentice may be suspended for a period not exceeding ten working days (without pay).  Time lost by such suspension will be made up at the end of each year.

 

Following a suspension, the apprentice may be brought before the Company's Internal Apprenticeship Authority which will admonish the apprentice and advise them that his or her offence or misdemeanour, if persisted in, may lead to cancellation of his or her indenture in accordance with Part 4 of the Industrial and Commercial Training Act 1989.

 

Insolence, Wilful Disobedience, Wilful Damage to Property, Neglect of Safety Precautions which may result in injury to themself of fellow employees, Theft, Assault or Other Serious and Wilful Misconduct:

 

First Offence - The apprentice may be instantly suspended for a period not exceeding five working days (without pay).  Time lost by such days' suspension will be made up at the end of each year.

 

Second Offence - The apprentice may be instantly suspended for a period not exceeding ten working days (without pay).  Time lost by such suspension will be made up at the end of each year.

 

Following a suspension, the apprentice may be brought before the Company's Internal Apprenticeship Authority which will admonish the apprentice.  If such conduct is persisted in, the apprentice may be suspended immediately and his or her indenture may be cancelled in accordance with Part 4 of the Industrial and Commercial Training Act 1989.

 

38.3.2       When the Company intends to suspend an apprentice, it will immediately so advise the Commissioner for Vocational Training and the union or unions covering the apprentice's trade.

 

38.3.3       When the Company suspends an apprentice, the suspension will be effected by handing or delivering to the apprentice a notice in writing specifying:

 

(a)        particulars of the offence alleged to have been committed;

 

(b)       the period of suspension;

 

(c)        that future misconduct may cause the Company to seek cancellation of the indenture;

 

(d)       the address of the Commissioner for Vocational Training; and

 

(e)        that the apprentice is entitled to apply to the Commissioner for Vocational Training at that address, by letter, to have the suspension set aside.

 

38.3.4       The Company will forward a copy of the notice to the Commissioner for Vocational Training, the union or unions covering the apprentice's trade and to the parent or guardian of the apprentice on the same day as the notice is handed or delivered to the apprentice.

 

38.3.5       Any purported suspension not effected in accordance with the above will be of no effect.

 

38.3.6       Nothing in this clause will affect the rights or obligations of any party to the apprenticeship under the Industrial and Commercial Training Act 1989.

 

38.4      Wages -

 

38.4.1       The minimum weekly rates of pay for apprentices are as set out in Table 3 - Apprentices, of Part C - Monetary Rates - Restructured Classifications.

 

38.4.2       The total wages of apprentices will be calculated to the nearest five cents, any broken part of five cents in the result not exceeding half of five cents to be disregarded.

 

38.4.3   An employee who is under 21 years of age on the expiration of his or her apprenticeship and subsequently works as a minor in the occupation to which he or she has been apprenticed will be paid at not less than the adult rate prescribed for that classification.

 

38.4.4       The special rates provisions in this award will apply to apprentices in the trades where tradespersons are paid these special rates.

 

38.4.5       Tool allowance - A tool allowance will be paid to apprentices as prescribed in Table 3 - Apprentices, of Part C - Monetary Rates - Restructured Classifications.  The allowance will apply for all purposes of the award.

 

38.4.6       Where it was the practice as at 14 December 1979 for the Company to provide all tools ordinarily required by an apprentice in the performance of his or her work, the Company may continue that practice and in that event the allowance prescribed in paragraph 38.4.5 will not apply to such apprentices.

 

39.  Department Work Redesign Agreements

 

39.1             Departments within the Company's operations may from time to time make Work Redesign Agreements which include new rates of pay and conditions of employment for employees covered by this award which differ from the provisions contained in the Part A - General Conditions and Part C - Monetary Rates - Restructured Classifications.  A Work Redesign Agreement will take effect when this award is varied to incorporate the Agreement in Division 2 - Work Redesign Agreements of Part B - Agreements to this award.  Upon taking effect, the provisions of a Work Redesign Agreement will prevail over provisions contained in Part A - General Conditions and Part C - Monetary Rates - Restructured Classifications to the extent of any inconsistency.

 

39.2      The rates of pay contained in Part C - Monetary Rates - Restructured Classifications for each Department's Work Redesign Agreement are inclusive of the adult basic wage prescribed for the purposes of the Industrial Relations Act 1996.

 

PART B - AGREEMENTS

 

DIVISION 1 - GENERAL AGREEMENTS

 

40.  Payment for Training

 

40.1      Scope of Agreement - This agreement applies to Company authorised training to allow employees to:

 

40.1.1       carry out the full range of duties of his or her current classification; and/or

 

40.1.2       progress within the appropriate Employee Job Development model;

 

provided that the employee’s attendance at authorised training has been approved by supervision after consideration of the employee’s and Company’s needs, including operational requirements.  Any refusal by supervision to grant such approval is subject to review under the established procedure for resolving industrial claims, issues and disputes or other local arrangements.

 

This agreement does not apply to training which is generally not associated with:

 

40.1.3       allowing employees to carry out the full range of duties of his or her current classification; and/or

 

40.1.4   the appropriate Employee Job Development model,

 

such as occupational health and safety committee training, trade union training, full time training (e.g. apprentices) or training such as that covered by the Approved Student and Cadet Schemes and University Degrees.

 

So far as is reasonably practicable, having regard to operational requirements and the need to minimise labour costs additional to those of the employee’s paid ordinary hours, an employee’s training will be done during the employee’s ordinary hours of work (including where appropriate by rescheduling those hours).

 

40.2      Payments - Where with the approval of the Company an employee attends training authorised by the Company, the employee’s attendance will be on the following basis:

 

40.2.1       TAFE and other externally provided training whether conducted on or off the plant:

 

(a)        during ordinary working hours - no deduction from the employee’s ordinary wages;

 

(b)       outside ordinary working hours - attendance and payment at single time payment will be approved in accordance with the needs of the authorised training.  Generally this training will not exceed 6 hours per week except that additional training may be approved and single time payment will be made if exceptional training requirements exist.

 

40.2.2       Other classroom training:

 

(a)        during ordinary working hours - no deduction from the employee’s ordinary wage;

 

(b)       outside ordinary working hours - single time payments.

 

40.2.3       Computer aided or computer based training during ordinary working hours - no deduction from the employee’s ordinary wage.

 

40.2.4       Computer aided or computer based training outside ordinary working hours - single time payment for the time spent training up to the maximum of the course duration as determined by the course designer or course coordinator.  No payment will be made for time beyond that duration.  Any refusal of payment is subject to review under the established procedure for resolving industrial claims, issues and disputes or other local arrangements.

 

40.2.5   On-the-job training:

 

(a)        during ordinary working hours - no deduction from the employee’s ordinary wage;

 

(b)       outside ordinary working hours - single time payment for the employee’s initial training period.  However, once the employee has completed the initial training period and commences experience training the appropriate award overtime rates of pay will apply.

 

For the purposes of 40.2.5(b) above:

 

"initial training" is the training which an employee undertakes to the point where the employee’s supervision is satisfied that the employee has acquired sufficient knowledge and understanding of a skill, task or function to perform that skill, task or function; and

 

"experience training" is the training, if applicable, following initial training during which an employee is gaining experience in the skill, task or function which is required for the purpose of accreditation.

 

40.3      Repeat Training -

 

40.3.1   If an employee fails to pass an accreditation stage:

 

(a)        but has genuinely applied themself to training (as determined by supervision), supervision will authorise and pay the employee for additional training at a mutually agreed time (which fits in with the employee’s departmental requirements and does not disadvantage other employees);

 

(b)       and has not made a genuine effort (as determined by supervision), the employee will be placed at the bottom of the training waiting list for that training requirement.  The employee will not be paid for repeat training outside ordinary working hours, and unless circumstances require a different approach, repeat training will not be arranged during ordinary working hours.

 

40.3.2       Repeated failure will result in counselling by supervision to determine a solution.

 

40.3.3       Any disputes arising in relation to 40.3.1(a), 40.3.1(b) and 40.3.2 will be progressed through the established procedure for resolving industrial claims, issues and disputes or other local arrangements.

 

40.4      Refresher Training - In the case of an employee who is undertaking authorised refresher training (e.g., a forklift driver who has not driven a forklift for 5 years), the employee will receive payment in accordance with the appropriate payment for training provision in 40.2.

'

40.5             Definitions -

 

40.5.1       "ordinary working hours" means:

 

the employee’s normal working hours in the case of a Day Worker;

 

the employee’s rostered on shifts in the case of a Shift Worker;

 

the employee’s rescheduled rostered on shifts in the case of a Shift Worker whose shifts have been rescheduled for the purposes of approved training.

 

40.5.2       "ordinary wage" means the employee’s ordinary wage (including shift and weekend premiums and any allowances but excluding disability allowances if these are not experienced) and bonus.  It is paid for time spent in tuition, travelling and examination only.

 

40.5.3       "single time payment" means the employee’s ordinary award wage and bonus and excludes shift and weekend premiums, overtime, special rates, etc.  It is paid for the time spent in tuition and examination only.

 

40.5.4       "classroom training" means training conducted by a trainer, supervisor or other suitably qualified person in any training centre, conference room, crib room or office.

 

40.6             Miscellaneous -

 

40.6.1   An employee is training until he or she receive accreditation for the skills being learned.

 

40.6.2       Where an employee is required to travel from work, during ordinary working hours, to attend TAFE or other externally provided training, or travel from training back to work, the employee will be allowed up to 30 minutes travelling time.  This travelling time will be paid at the employee’s ordinary wage.  If the travelling time is outside the employee’s ordinary working hours, no payment will be made.

 

40.6.3       Employees will not be expected to work excessive hours and attend at the same time (i.e. an employee will not be expected to work and train on sequence of doublers).

 

40.7      Exceptions to subclause 40.2 -

 

40.7.1   If an employee is required to attend authorised training outside ordinary working hours on a Saturday, Sunday, Public Holiday, or rostered day off, the employee will be entitled to the appropriate penalty payments, or by agreement, time off in lieu.

 

For the purposes of 40.7.1:

 

(a)        "appropriate penalty payments" means the appropriate award overtime payments;

 

(b)       shift allowance is not paid on any shift; and

 

(c)        "time off in lieu" is equal time not penalty time (e.g., if an employee trains for 8 hours on Saturday and it is agreed that the employee has time off in lieu, the employee has 8 hours off work).

 

40.7.2       Employees attending authorised training on compulsory "ring roster days" or "21st shifts" will be paid according to his or her roster (ie overtime rates).

 

40.7.3       Employees asked to remain at work or attend work outside his or her ordinary working hours for the purpose of performing work will be paid overtime.  If, during such work, training is carried out (e,g., during a mechanical breakdown) the employee will continue to be paid overtime for the training period.

 

40.7.4   No payment will be made for:

 

(a)        time spent in personal study and/or private tuition;

 

(b)       time spent enrolling in authorised external courses (e.g., TAFE);

 

(c)        time spent in preparation of assignments;

(d)       waiting time between courses;

 

(e)        time spent on text based self guided learning.

 

40.8      Payment of Course Fees - Unless an employee has failed to complete training through insufficient effort or application the Company will reimburse to the employee the cost of any authorised training fees associated with authorised training.  Textbooks and other material associated with the training will be paid by the employee.

 

40.9      Award Provisions - The provisions in this award covering transfer of Day Workers to shift work, transfer of Shift Workers and transportation home from the plant when reasonable means of transport are not available will apply to employees required to train.

 

41.  Lump Sum Payment Scheme

 

41.1      Purpose of the Agreement - This clause provides for a quarterly Performance Recognition Payment directly related to business performance improvement measured against performance indicators.

 

The purpose of the agreement is to:

 

41.1.1       Reinforce commitment to the understandings set out in Port Kembla Steelworks Steel Industry Agreements, to work to ensure a viable steelmaking industry at Port Kembla.

 

41.1.2       Assist in achieving the Company's critical business objectives.  In this regard the parties commit themselves to co-operating in measures to achieve and maintain a world class steelworks.

 

41.1.3       Recognise the contribution of employees to improved performance when this has occurred.

 

41.2      Payment - Performance recognition payments at the end of each quarter will be made to all employees of the Company on the payroll at the end of that quarter for which the payment is made, except: employees covered by The Shipping Department Employees, BHP Steel (AIS) Pty Ltd Enterprise Agreement (EA 97/207), or any replacement agreement or award; employees off work on non-accident pay workers' compensation.  This performance recognition payment will be calculated as a percentage of total gross earnings, as defined.

 

Employees who leave the Company during the period, will not be eligible for payment.

 

41.3      Principles of Payments System - The terms of the performance improvement recognition payments system are:

 

41.3.1   In addition to other payments, there will be a quarterly performance recognition payment directly related to reasonably achievable business performance improvements measured against the agreed performance indicator.

 

The agreed performance indicator at Port Kembla Steelworks will be determined by the Company following consultation with the unions who are party to this award.

 

41.3.2       The performance recognition payments will be paid at the end of each quarter and will be calculated as a percentage of total gross earnings.

 

For this purpose, total gross earnings does not include payments in respect of absences on workers' compensation by employees not in receipt of accident pay or termination payments or performance recognition payments paid during the quarter but related to a previous quarter.

 

41.3.3       The percentage of total gross earnings to be paid will be determined by reference to the actual performance measured against the 4.5 per cent target performance indicator.

 

41.3.4   On achievement of the agreed performance targets, 4.5 per cent of total gross earnings as defined for the purpose of the Scheme, with payments varying above and below this amount possible depending on performance.

 

The maximum quarterly payment to be made under this Scheme will not exceed 5.5 per cent of gross earnings.

 

41.3.5       Payments will be included in the direct deposit and (itemised separately) on the pay docket of the first administratively convenient pay fortnight following the end of a quarter.  Payments will be taxed at the individual's appropriate marginal rate in the pay fortnight in which the payment is made.  The payments, including tax deductions, will be included in each employee's Group Certificate.

 

41.4      Required Actions - The parties acknowledge that the continued viability of the Port Kembla Steelworks is dependent upon taking continual steps to reduce total costs and increase prime product tonnes invoiced.  Typical measures which the parties agree to work towards to reduce total cost of sales, increase prime product tonnes invoiced and promote adherence to agreed dispute settling procedures.

 

DIVISION 2 - WORK REDESIGN AGREEMENTS

 

42.  No. 2 Blower Station Work Redesign Agreement

 

42.1             Application - This agreement applies to all employees of the Company employed in the No. 2 Blower Station under the classifications contained in Item 1 of Table 4 - Annualised Salary Rates of Pay, of Part C - Monetary Rates - Restructured Classifications.

 

The parties agree that this agreement will have no application to, and will in no way create a claim for, flow on of salaries and conditions provided for in this agreement to employees in the Company or any other Department or Division unless by agreement.

 

42.2      Hours of Work - The 12-hour, seven-day continuous shift rosters to be implemented as part of the team work system have been agreed by the parties.  This includes provision for a four-shift arrangement and supported by the roster and day crew.

 

The standard hours of work will be an average of 38 per week.

 

The shift system being worked may be varied after consultation to suit the circumstances of the operation.

 

Where 12-hour shifts are worked, two meal breaks will be taken.  The team will determine the timing of such breaks, having regard to work requirements.

 

All employees will be required to work additional hours to meet operational needs.  It is the defined work team's responsibility to establish a system to ensure all operational needs and absences are covered.  These arrangements ensure that a full labour complement is available at the commencement of every shift.  Records will be kept on all hours worked and a review of the additional work hours payment will be made as required.  This review will not lead to a reduction in this payment.

 

Where the agreed number of employees in a defined work team have each worked more than their relevant additional work hours in a roster cycle (12 weeks), then each individual who has exceeded these hours will be paid at the rate of double time for those hours in excess of the agreed "Safety Net" hours.  The base rate for their classification will be used for this calculation (refer to Item 1 of Table 4, Annualised Salary Rates Of Pay, of Part C - Monetary Rates - Restructured Classifications).  A review of the extent and reasons for additional hours worked will be made every quarter.

 

42.3      Public Holidays Falling During Annual Leave - The additional payment component of the annualised salary includes payment for all public holidays falling during periods of annual leave.

 

42.4      Sick Leave - Employees are expected to attend work regularly.  Discretionary sick leave provides an insurance that an employee who is unable to attend work because of a genuine illness will continue to receive his or her salary as per Item 1 of Table 4 of Table 4, Annualised Salary Rates of Pay, of Part C - Monetary Rates - Restructured Classifications.  Employees may be required to provide a medical certificate or other evidence where the absence is more than two days or more than a total of five single days in any year or where a marked pattern of absences is developing.

 

In instances where an individual continually abuses the sick leave provisions, the team and management jointly have the discretion to withhold payment for the absence.

 

Requirements for extended periods of sick leave will be considered jointly by the team and/or management, taking into account:

 

42.4.1   the circumstances and nature of the illness or injury;

 

42.4.2   the history of work performance and attendance.

 

42.5      Special Leave - Leave will be granted for an employee to attend for jury service and no adjustment will be made to the employee's salary for the first three days of jury service.  After that, any amounts paid for jury service will be deducted from the employee's salary.  It is expected that, as part of the team-based work arrangements, the additional work hours will cover special leave absences and that absences will be minimised.

 

42.6      Grievance Resolution Procedures - The following procedure will be adopted in grievance situations to ensure team integrity and that issues are settled promptly and effectively.  This procedure will enable the resolution of grievances and issues to be progressed whilst work proceeds normally.

 

42.6.1       Team resolves issue on shift - The individual(s) and/or delegate and the immediate supervisor attempt to resolve the issue immediately on shift with the team; then

 

42.6.2   the Watch Dog Committee meets to resolve the issue if it is not able to be handled within the shift; then

 

42.6.3   if the issue has not been resolved at the Watch Dog Committee, then the following steps will be followed.  The Superintendent, Union Organiser and Human Resources representative meet with the parties in dispute to resolve the issue.  After this group has convened, it has 24 hours to reach an outcome satisfactory to all parties before referring the matter to on to 42.6.4.

 

42.6.4       The Department Manager, Union Secretary and Human Resources Manager meet with the parties in dispute to resolve the issue.  This group has 24 hours to reach an outcome satisfactory to all parties.

 

42.6.5   If the dispute remains unresolved, the parties may either:

 

(a)        refer the matter to an impartial mediator who is nominated by the parties beforehand and whose decisions the parties have agreed to accept; or

 

(b)       refer the matter to the Industrial Relations Commission of New South Wales.

 

In the case of a genuine health and safety issue, immediate steps are to be taken by the relevant parties to remedy the situation and then the resolution process from steps 42.6.1 to 42.6.5 of this clause are to be followed.

 

In the case of a national or district dispute, the parties agree to ensure the ongoing safety of the No. 2 Blower Station by agreement of all parties.  This is not a no-strike clause.

 

42.7      Overtime Meals - Under this agreement, the provision of a meal by the Company or a payment in lieu of a meal in situations of unnotified overtime will not occur.

42.8             Annualised Salaries - All employees working as part of a team at No. 2 Blower Station under the classifications listed in Item 1 of Table 4, Annualised Salary Rates of Pay, of Part C - Monetary Rates - Restructured Classifications, will be paid an annualised salary as set out in Item 1 of Table 4.

 

The annualised salary will:

 

42.8.1       provide a stable income, with a standard pay on a fortnightly basis for the individual;

 

42.8.2       reduce inefficiencies by building in payment for a set number of additional hours;

 

42.8.3       support the team concept.

 

The annualised salary is made up of four components:

 

42.8.4       Base Rate - Payment includes the award wage and over award (bonus) payments.

 

42.8.5       Additional Payments - Payment for all public holidays (worked and rostered) and annual leave loading (where applicable).

 

42.8.6       Shift Work Payments and Penalties - Payments for all disabilities and disturbances associated with shift work and the working of regular rostered shifts on weekends.

 

42.8.7       Additional Work Hours - Payment for work undertaken as required outside ordinary shift or day hours.

 

The calculation of this annualised salary is contained in Item 1 of Table 4, Annualised Salary Rates of Pay, of Part C - Monetary Rates - Restructured Classifications.

 

The appropriate annual leave loading will be paid at the time the annual leave is taken.

 

43.  Blast Furnace Team Work Redesign Agreement

 

43.1             Application -

 

43.1.1       This agreement applies to all employees of the Company employed in the No. 5 and No. 6 Blast Furnaces under the classifications contained in Item 2 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications.

 

43.1.2       The parties agree that this agreement will have no application to, and will in no way create a claim for, flow on of salaries and conditions provided for in this award to employees in the Company or any other Department or Division unless by agreement.

 

43.2      Preamble -

 

43.2.1       Purpose - The purpose of this agreement is to represent the values, goals, principles and conditions which have been jointly developed by the parties and will provide the framework for a new team work system at the blast furnaces.

 

This agreement specifically sets out principles for people working together in teams.  This involves teams and team members having a say in the decisions that affect them and progressively assuming greater levels of accountability and responsibility in his or her place of work.  This will facilitate the creation of a work environment in which everyone will contribute to making the blast furnaces a world-class operation.

 

Consequently, this agreement will also provide employees with access to rewarding and satisfying jobs and will result in efficient and continuously improving operations.

 

The intention is for this agreement to set out principles and not to be prescriptive.

43.2.2       Direction - The new team system of work has been developed to support the business directions of the blast furnaces.  This agreement is designed to allow achievement of the following mission and goals:

 

(a)        Mission - To be the world leader in ironmaking by creating the right team to produce the right iron all the time.

 

(b)       Goals - Achievement of the following goals will provide measures of the success of this team work system:

 

(i) Safety - To ensure a safe working environment, practices and people, with zero incidents or accidents;

 

(ii) Productivity - To produce a product meeting agreed operating standards and supply specifications;

 

(iii) Environment - To conform 100 per cent of the time to better than the EPA licence agreement requirements, while maintaining and improving a healthy workplace;

 

(iv) Improvements - To continuously improve our people, processes, technology and product against agreed standards;

 

(v) Quality - To operate cost-effective blast furnaces which meet supply agreement targets 100 per cent of the time, including cost KPIs;

 

(vi) People - To create a work team we can be proud of, utilising world's best practices.

 

Procedures to review and measure performance to these goals will be adopted.

 

(c)        Values - The direction set for the blast furnaces is deliberately challenging.  To achieve it will require changes to the behaviours and attitudes of all who work there.  To ensure that there is consistency of action in all situations by all parties, a set of fundamental values has been agreed to after participation by all employees.  By following these values in all circumstances, high levels of trust, co-operation and support will be established.  Blast furnace values are:

 

(i) Customer Satisfaction - Being committed to meeting our customers' needs all the time;

 

(ii) Safety - Recognising that safety is everyone's responsibility and is paramount;

 

(iii) Respect - Respect for an individual's rights, Company policy and our environment.  Loyalty to team members, goals and procedures and confidence in members' ability;

 

(iv) Caring - Giving others a fair go to enable all to work together and support each other and to try to see issues from others' point of view;

 

(v) Honesty - Being sincere and truly believing in what we say and do;

 

(vi) Work Ethic - Being committed to do our best at all times, while having accountability for our actions and being given responsibility equal to our skills;

 

(vii) Growth - Striving to maintain a working atmosphere that stimulates opportunities for people to grow and to be focused upon continuous improvement;

 

(viii) Recognition - Ensuring that efforts are recognised fairly and consistently.

 

43.3      Team Work - The key approach to implementing the values on the blast furnaces is the change in focus from individual work system issues to a situation where groups work as teams.

 

Teams will have a say in the decisions which affect them, providing teams accept the responsibility and accountability associated with the outcomes of the decisions.

 

Over time, the blast furnaces will move away from a directive to a participative work environment.  The rate of this change will be dependent on skills acquisitions and sharing of responsibility and accountability.

 

It is essential for two aspects of team work to exist in the blast furnaces.  Firstly, within the natural work teams which work on tasks to achieve a common outcome.  Secondly, between work teams to ensure that, together, individual work teams support and co-operate as a high performing team of teams to achieve the overall mission and goals.

 

43.4      Principles - The following principles have been agreed upon to ensure that groups work as teams using a shared framework which complements the direction and values for blast furnaces.  These will be applied progressively as the circumstances permit.

 

Team objectives to achieve the mission and goals, including productivity or output standards, will be jointly agreed upon between the team and management.  Teams are then responsible and accountable for these being met.

 

Teams will have sufficient authority and independence to manage their own work.

 

Teams will have access to timely and clear feedback on their performance in relation to agreed objectives and standards.

 

The division of team tasks, how sub-tasks are assigned to team members and how they are co-ordinated in detail, is a team decision.

 

Team members will assume responsibility to the team for different sub- tasks.

 

Team members are responsible for planning their work within the team.

 

Each team member will perform a significant range of operational, technical or interpersonal functions to enable the work of the team to be completed.

 

Team members are to be trained in and will apply a range of operational, technical and interpersonal skills.

 

Non-routine aspects of the work are to be carried out using creative problem-solving methods.

 

Teams must have clear, simple lines of communication with management, other teams and other key groups and individuals.

 

Arrangements with other departments regarding services which support teams will be agreed and straightforward.

 

The environment, including management, is to be characterised by open communications, delegation and consultation.

 

The formal and informal reward systems will support co-operative relationships rather than encouraging competition and conflict.

 

Teams will consider the impact of their actions on other teams, customers and suppliers.

 

43.5      Team Structure - The structure for the shift teams is as follows:

One Operations Engineer.

 

One Process Controller.

 

One Systems Controller.

 

One Electrical Tradesperson.

 

One Mechanical Tradesperson.

 

Nine Process Operators (including one annual leave relief).

 

Total = 14 personnel (including one annual leave relief).

 

In addition, each blast furnace has one additional mechanical tradesperson and one additional electrical tradesperson for annual leave relief.

 

Procedures which ensure maintenance of this team structure will be implemented.  These will involve having trained employees available to promptly fill vacancies caused by resignations, absences due to work injuries and, in some instances, long-term absences.

 

43.6      Team Concept - Each shift team is to work as one team.

 

The team is to run along participative lines where individuals have a say in his or her work, proportional to his or her responsibility and accountability.  Participative decision-making is to evolve over time.  The team is to operate under the principles previously listed in subclause 43.4.

 

43.7             Performance Management - Over time, teams will progressively assume greater involvement in managing their performance, with teams and team members having responsibility for maintaining and improving their performance.  This will involve the teams being involved in both recognising good performance and addressing non- performance issues within their teams.

 

Systems will be established to enable teams and also management to recognise and, where appropriate, reward good performance.  These systems must be perceived as equitable and must reinforce the desired behaviours of the team work system.

 

Instances of non-performance by individual team members within the team are to be dealt with by the team in the first instance.  This would be where a team member's performance or behaviour was not supporting the agreed team work principles.

 

In cases where the team identifies an incident of non-performance, the team is to recognise that the non-performance could be caused by:

 

lack of awareness by the individual that their performance is substandard;

 

lack of skills;

 

poor application to the task by the individual;

 

inadequate team systems to enable the individual to perform.

 

The individual will be given every reasonable opportunity to improve his/her performance by a combination of counselling, progressive warnings and the opportunity to access training.  A problem-solving approach to addressing non-performance will be used.

 

Regular feedback will be provided to individuals on his or her performance in a non-threatening way by his or her peers in the team.  A detailed system for this will be jointly developed.

 

In instances where the team is not able to either satisfactorily resolve team-based non-performance issues, or where poor performance is identified from outside the team, agreed practices recommended by the Work Design process or other practices jointly developed will apply.

 

Teams will be given maximum support, assistance and co-operation by management and unions to enable them to resolve non-performance issues.

 

43.8             Classifications and Salaries - The classifications appearing in Item 2 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications are new classifications which have been established particular to the needs and operations of No. 5 and No. 6 Blast Furnaces at Port Kembla Steelworks.  All employees working as part of a team on the blast furnaces, under these classifications will be paid an annualised salary as set out in Item 2 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications.  All salaries will be paid fortnightly by electronic funds transfer directly into an account nominated by the employee with a bank, building society, credit union or other financial institution recognised by the Company.

 

The annualised salary will:

 

provide a stable income, with a standard pay on a fortnightly basis for the individual;

 

reduce inefficiencies by building in payment for a set number of additional hours; and

 

support the team concept.

 

The annualised salary is made up of four components:

 

Base rate - Payment for the award wage, overaward (bonus) payment, tool allowance for tradespersons and electrical licence payments for electrical tradespersons.

 

Additional payments - Payment for disability allowances for tradespersons, payment for all public holidays (worked and rostered).

 

Shift work payments and penalties - Payments for all disabilities and disturbances associated with shift work and the working of regularly rostered shifts on weekends and public holidays.

 

Additional work hours - Payment for work undertaken as required outside normal shift or day hours.  This includes payment for all disturbances, recalls and travel time.

 

The calculation of this annualised salary is contained in Item 2 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications.

 

43.9      Training - Progression through the classification structure contained in subclause 43.15 will be through completion of competency-based training and application of the acquired skill(s) and knowledge.

 

Effective and timely training of all individuals in these skills is recognised as an important priority in the new team work system.  The five- shift system supports a commitment to training by providing training time during each roster cycle.  This will complement on-the-job training.

 

The needs of individuals, the team as a whole and the business will be assessed in formulating training plans.  Each team will participate in the planning, prioritising and review of training.

 

The Company will provide access to resources, time and coaching to support training.  Individual team members will commit to train and to maintain and improve skills as determined by the team and as required by changing operational needs.

 

43.10    Hours of Work - The 12-hour, seven-day continuous shift rosters, to be implemented as part of the team work system, have been agreed to by the parties.  This includes provision for a five-shift arrangement.

 

The standard hours of work will be an average of 38 per week.  At the time of implementation of this agreement, these hours will be worked according to the agreed roster.

 

The method of working shifts may be varied by agreement to suit the circumstances of the operation.

 

Under normal operational requirements, a maximum of four 12-hour shifts over four consecutive days may be worked.

 

Under normal operational requirements, a maximum of four additional hours may be worked immediately following a 12-hour ordinary shift.

 

The team will be responsible for ensuring that relief at the change of every shift occurs with no disruption to operations.

 

Where 12-hour shifts are worked, two meal breaks will be taken.  The team will determine the timing of such breaks, having regard to work requirements.

 

All employees will be required to work additional hours to meet operational needs.  It is the defined work team's responsibility to provide cover to meet operational requirements, and each team will establish a system which ensures fair coverage of planned and unplanned absences.  This will include ensuring that a full complement is available at the commencement of every shift.

 

Records will be kept on all hours worked and a review of the Additional Work Hours payment will be made as required.  This review will not lead to a reduction in this payment. 

 

In the event of a catastrophe (eg a chilled hearth) employees will be entitled to an additional payment, provided it is within the following guidelines:

 

Where 80 per cent of employees in a defined work team have each worked more than 78 additional work hours in a quarter, then each individual who has exceeded these hours will be paid at the rate of double time for these additional hours in excess of 78 hours.  The base rate for his or her classification will be used for this calculation (refer Item 2 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications).  Any disability allowances due for tradespersons will also be paid for these additional hours.

 

A review of the extent and reasons for additional hours worked will be made every quarter (every 13 weeks from the implementation date of the new work system).

 

43.11             Replacement for Long-term Absences - The Additional Work Hours component includes payment for coverage of most absences and workers' compensation absences of up to three ordinary shifts.

 

The following points set out the spirit of this agreement about replacement for long-term absences:

 

When cases of absences are out of the norm and continued coverage without supplementation from support structures referred to in subclause 43.5, Team Structure, will result in hardship on shift personnel, outside backup will be required.

Teams and management will manage this issue by joint agreement, having regard to:

 

existing levels of additional hours worked;

 

anticipated length of absence;

 

and other relevant circumstances.

 

43.12    Leave - Leave arrangements will be managed by the team having regard to operational requirements.

 

43.12.1       Annual Leave - Annual leave entitlements will be as per the Annual Holidays Act 1944.

 

Employees working continuous shift work will be entitled to one additional week of annual leave per year.

 

The additional payment component of the annualised salary includes payment for public holidays falling on work or roster days during a period of annual leave.

 

43.12.2             Long Service Leave - Long service leave entitlements will be in accordance with the Long Service Leave Act 1955.

 

43.12.3             Sick Leave - Employees are expected to attend work regularly.  Sick leave provides an insurance that an employee who is unable to attend work because of a genuine illness will continue to receive his or her salary as per Item 2 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications.

 

Employees may be required to provide a medical certificate or other evidence where the absence is more than two days or more than a total of five single days in any one year, or where a marked pattern of absences is developing.

 

In instances where an individual continually abuses the sick leave provisions, the team and management jointly have the discretion to withhold payment for the absence.

 

Requirements for extended periods of sick leave will be considered jointly by the team and management, taking into account:

 

(a) the circumstances and nature of the illness or injury; and

 

(b) the history of work performance and attendance.

 

43.12.4       Special Leave - Leave will be granted for the employee to attend for jury service, and no adjustment will be made to the employee's salary for the first three days of jury service.  After that, any amounts paid for jury service will be deducted from the employee's salary.

 

Bereavement leave will be granted for up to two days per bereavement on the death of a member of the employee's immediate family.

 

Leave in part shift or single whole shift increments may also be granted for compassionate reasons, such as the care of ill family members.  The team will determine if the leave is granted.

 

It is expected that, as part of the team-based work arrangements, the additional work hours will cover most absences and that absences will be minimised.

 

43.13    Grievance Resolution Procedure - The following procedure will be adopted in grievance situations to ensure that long-term damage is not done to the furnace, to maintain team integrity and to ensure that issues are settled promptly and effectively.  This procedure will enable the resolution of grievances and issues to be progressed whilst work proceeds normally.

 

Step 1 -             The individual(s) and/or delegate and the immediate supervisor attempt to resolve the issue immediately.  If it is not able to be handled within the shift then, depending on the urgency:

 

either the issue is immediately referred to Step 2 by either party; or

 

the issue is referred to Step 2 at the beginning of the next normal work day.

 

Step 2 -             The Superintendent, union organiser and Department Human Resources representative meet with the parties in dispute to resolve the issue.  This group has 24 hours to reach an outcome satisfactory to all parties before referring the matter on to Step 3.

 

Step 3 -             The Department Manager, Union Secretary and Department Human Resources Manager meet with the parties in dispute to resolve the issue.  This group has 24 hours to reach an outcome satisfactory to all parties.

 

Step 4 -            If the dispute remains unresolved, the parties may either:

 

(a)       refer the matter to an impartial mediator who is nominated by the parties beforehand and whose decisions the parties have agreed to accept; or

 

(b)       refer the matter to the Industrial Relations Commission of New South Wales.

 

In the case of a genuine health and safety issue, immediate steps are to be taken by the relevant parties to remedy the situation, and then the resolution process from Steps 1-4 are to be followed.

 

In the case of a national or district dispute, the parties agree to ensure the ongoing safety of the blast furnaces.

 

43.14             Commitment - All parties and employees covered by this agreement commit to work by the provisions outlined in this agreement.

 

43.15    Skills Development - Approach - Skills development is required for team members so that:

 

Team members have the necessary core skills required to carry out his or her roles and responsibilities to a high level of competency.

 

Team members have a range of multi-skills within the core skills to enable them to be employed on a wider range of tasks.

 

Team members need to develop cross-skills between each other's core skills to enhance the flexibility and the ability of the team to resource a wider variety of situations.

 

Team members need to have a range of interpersonal team and team co-ordinating skills so that he or she can participate in team processes.

 

In accordance with the team principles, all employees are to perform a significant range of functions.  This will be limited only by the range of skills acquired by individuals.

 

Skills Matrix for Process Operators - The following skills matrix sets out the classifications and corresponding skills required by Blast Furnace Process Operators.  The skills matrix is regarded as flexible so that in the future new skills can be added, enabling the overall skill level of individuals to grow to match future requirements.  Skills no longer required can also be deleted.

 

The core skills consist of a combination of the following elements:

 

appropriate operational skills;

 

occupational health and safety skills;

 

multi-skills; and

 

team process skills.

 

Classification	Core Skills
Process Operator Level 4	Team Process Stage 4
	Multi-skills Stage 4
	Co-ordination Stage 1
	OHS&R Stage 3
	Furnace Process Stage 1
Process Operator Level 3	Furnace Stage 3
	Team Process Stage 3
	Multi-skills Stage 3
Process Operator Level 2	Team Process Stage 2
	Multi-skills Stage 2
	OHS&R Stage 2
Process Operator Level 1	Casting Stage 3
	Furnace Stage 2
	Team Process Stage 1
	OHS&R Stage 1
	Multi-skills Stage 1

 

Training for Entry Level Process Operators - There is a need to provide graduated training for new employees who are employed at the blast furnaces or are redeployed from elsewhere in the Works.

 

This training will be in stages so that employees are remunerated progressively for acquiring skill groups.

 

Skills Matrix for Entry Level Process Operators -

 

Classification	Core Skills
Blast Furnace Process Operator Level 1	Casting Stage 3 Furnace Stage 2 Multi-skills Stage 1 OHS&R Stage 1
Base Level 2	Furnace Stage 1 Casting Stage 2 Team Process Stage 1
Base Level 1	Casting Stage 1 Gas System Stage 1
Entry Level	Induction Program

 

Once the employee reaches Blast Furnace Process Operator Level 1, he or she then progresses through the steps outlined in the Operational Skills Matrix for No. 5 and No. 6 Blast Furnace.

 

Blast Furnace Process Operator Experience Requirements - It is recognised that Operators require skills, knowledge and experience to enable them to contribute in the team situation.

 

Skill matrices for both Operators and Entry Level Operators outline skills and knowledge requirements.

 

In addition, Operators will need to gain experience in the non-routine activities to ensure he or she can safely and effectively handle these situations.  This is normally acquired through time on the job, which enables skills and knowledge to be put into practice.

 

The following time periods have been identified as the minimum appropriate for progress to the next level for new blast furnace employees with no blast furnace experience, even if all relevant courses have been completed.

 

Blast Furnace Process Operator Level 4             12 months

Blast Furnaces Process Operator Level 3             12 months

Blast Furnace Process Operator Level 2             12 months

Blast Furnace Process Operator Level 1             12 months

Base Level 2                                                     12 months

Base Level 1                                                     3 months

Entry Level

 

These times have been calculated based on the quantity of training time normally required to attend the relevant courses and the programmed time available for training.  In special circumstances, the team can recommend to an Accreditation Review Panel that approval for individuals to progress at a faster rate be granted.  This would normally occur when the individual can demonstrate that experience has been acquired through other relevant work experience.

 

These times should be reviewed for appropriateness 12 months after the implementation of this process and the applicability to new employees can be judged.

 

Skills Matrix for Tradespersons - The classification structure for the mechanical and electrical trades personnel remains the Graded Trades Model established between the Company and the relevant unions (see Table 2 of Part C - Monetary Rates - Restructured Classifications).

 

Tradespersons will be better equipped to be team members if he or she has a high level understanding of blast furnace operations and applies the skills learned in the multi-skills modules.

 

The following Trades Multi-skills are able to be added to existing trade modules in the Graded Trades structure for new employees joining the blast furnaces:

 

Classification	Multi-Skills
Blast Furnace Tradesperson Level 3	Furnace Stage 3 (except casting) Team Process Stage 3
Blast Furnace Tradesperson Level 2
Blast Furnace Tradesperson Level 1	Furnace Stage 2 (except casting) Team Process Stage 2 OHS&R Stage 2
Blast Furnace Tradesperson Base Level	Furnace Stage 1 Team Processes Stage 1 OHS&R Stage 1

 

44.  Temper Mill Work Redesign Agreement

 

44.1             Application -

 

44.1.1       This agreement applies to all employees of BHP Steel (AIS) Pty Ltd employed in the Packaging Products - Temper Mills under the classifications contained in Item 3 of Table 4 - Annualised Salary Rates of Pay of Part C -- Monetary Rates - Restructured Classifications.

 

44.1.2       The parties agree that this agreement will have no application to and will in no way create a claim for flow on of salaries and conditions provided for in this agreement to employees in the Company or any other department or division unless by agreement.

 

44.2      Hours of Work - The 12 hour 7 day continuous shift roster to be implemented as part of the team work system has been agreed by the parties.  This includes provision for a four shift arrangement.

 

The standard hours of work shall be an average of 38 hours per week.

 

The shift system being worked may be varied after consultation to suit the circumstances of the operation.

 

Where 12-hour shifts are worked, two meal breaks will be taken.  The team will determine the timing of such breaks, having regard to work requirements.

 

All employees will be required to work additional hours to cover all absences and any catastrophic event which would affect the Temper Mills.  It is the defined work team's responsibility to establish a system to ensure all such events are defined and covered.  These arrangements ensure that a full labour complement is available at the commencement of every shift.  Records will be kept of all hours worked and a review of the additional work hours payment will be made as required.  This review will not lead to a reduction in this payment.

 

Where the agreed number of employees in a defined work team has each worked more than their relevant additional work hours in a 13 week period, then each individual who has exceeded these hours will be paid at the rate of double time for those hours in excess of the agreed "Safety Net" hours.  The base rate for their classification will be used for this calculation (refer to Item 3 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications).

 

44.3      Public Holidays Falling During Annual Leave - The additional payment of the annualised salary includes payment for all public holidays falling during periods of annual leave.

 

44.4      Sick Leave - Employees are expected to attend work regularly.  Discretionary sick leave provides an insurance that an employee who is unable to attend work because of a genuine illness will continue to receive their salary as per Item 3 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications.  Employees may be required to provide a medical certificate or other evidence where the absence is more than two days or more than a total of five single days in any year or where a marked pattern of absences is developing.

 

In instances where an individual continually abuses the sick leave provisions, the team and management jointly have the discretion to withhold payment for the absence.

 

Requirements for extended periods of sick leave will be considered jointly by the team and/or management, taking into account the circumstances and nature of the illness or injury and the history of work performance and attendance.

 

44.5      Special Leave - It is expected that, as part of the team based work arrangements, the additional work hours will cover special leave absences and that absences will be minimised.

 

Leave will also be granted for the employee to attend for jury service and no adjustment will be made to the employee's salary for the first three days of jury service.  Thereafter, any amounts paid for jury service will be deducted from the employee's salary.

 

44.6      Appeal Process - The team will be self managed on issues such as attendance, discipline and work performance.

 

From time to time, problems may come up with individuals and/or a team that require special assistance.  Therefore, a process needs to be in place to provide this assistance.  In the event of a problem or issue, the following steps will be followed:

 

Step 1 - Team to discuss and resolve.

 

Step 2 - Team and Supervisor to discuss and resolve.

 

Step 3 - Team and Superintendent and Union to discuss and resolve.

 

Step 4 - Other support forums as necessary.

 

44.7             Annualised Salaries - General - All employees working as part of a team at Packaging Products - Temper Mills under the classifications listed in Item 3 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications, will be paid an annualised salary.

 

The annualised salary will:

 

provide a stable income, with a standard pay on a fortnightly basis for the individual;

 

reduce inefficiencies by building in payment for a set number of additional hours; and

 

support the team concept.

 

The annualised salary is made up of four components:

Base Rate - Payment includes the award wage and overaward (bonus) payments.

 

Additional Payments - Payment for all public holidays (worked and rostered) and annual leave loading (where applicable).

 

Shift Work Payments and Penalties - Payment for all disabilities and disturbances associated with shift work and the working of regular rostered shifts on weekends.

 

Additional Work Hours - Payment for work undertaken as required outside ordinary shift or day hours.

 

The calculation of this annualised salary is contained in Item 3 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications.

 

44.8             Annualised Salaries - Rates - Shift crew operators will be paid annualised rates of pay (salaries) in accordance with Item 3 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications.

 

45.  Raw Materials Handling Work Redesign Agreement

 

45.1             Application -

 

45.1.1       This agreement applies to all employees of BHP Steel (AIS) Pty Ltd employed in the Raw Materials Handling section in the Ore Preparation Department under the classifications contained in Item 4 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications.

 

45.1.2       The parties agree that this agreement will have no application to and will in no way create a claim for flow on of salaries and conditions provided for in this agreement to employees in the Company or any other department or division unless by agreement.

 

45.2      Team Principles - The following principles have been agreed to provide a shared framework for the successful operation of each team.  Their application will complement the direction and values of Raw Materials Handling.  These principles will be applied progressively as the teams develop and mature:

 

Individual team goals including key performance indicators will be jointly agreed between the teams and management.  These team goals will reflect the Raw Materials Handling mission and goals.

 

Once agreed, the teams will be responsible and accountable for achieving the goals.

 

Teams will have sufficient authority and independence to manage their own work.  The level of this will be negotiated with management on an ongoing basis and will reflect the stage of maturity of the individual teams.

 

Team members are to be trained in and will apply a range of operational, technical, interpersonal and decision making skills to enable the work of the team to be completed.

 

The division of team tasks, how the sub-tasks are assigned to team members and how they are co-ordinated in detail is a team decision.

 

The members will assume responsibility for the team for the sub-tasks they undertake.

 

Non-routine aspects of the work are to be carried out using creative problem solving methods.

 

Teams will have access to timely and constructive feedback on their performance in relation to the agreed goals.

 

Teams will be responsible for managing the individual performance of members of the team.

 

Teams will have clean, simple lines of communication with customers, suppliers, management and other teams.

 

Straightforward arrangements with other departments providing services which support the teams will be put in place.

 

The RMH workforce environment is to be characterised by open communications, consultation and appropriate levels of delegation.

 

The formal and informal reward and recognition systems will support co-operative relationships rather than encouraging competition and conflict.

 

Teams will consider the impact of their actions on customers, suppliers, management and other teams.

 

45.3      Team Structure - The structure of the shift team is as follows:

 

One Shift Manager.

 

One Process Controller.

 

Nine Operators (including one annual leave relief) from 1 August 1998 to 1 September 1999.  From 1 September 1999 or from a date determined by the Review (see clause 45.2, Team Principles), there will be eight operators (including one annual leave relief) unless it is proven and agreed in the Review to be cost effective otherwise.

 

Procedures will ensure maintenance of this team structure and will involve having trained employees available promptly to fill vacancies caused by resignations, absences due to work injuries and in some cases long term absences.

 

45.4      Hours of Work - The 12 hour 7 day continuous shift roster to be implemented as part of the team work system have been agreed by the parties.  This includes provision for a five shift arrangement.

 

The standard hours of work shall be an average of 38 hours per week.

 

The shift system being worked may be varied after consultation to suit the circumstances of the operation.

 

Under normal operational requirements, a maximum of 4 x 12 hour shifts over four consecutive days may be worked.

 

Under normal operational requirements, a maximum of four additional hours may be worked immediately following a 12 hour ordinary shift.

 

Where 12 hour shifts are worked, two meal breaks will be taken.  The team will determine the timing of such breaks, having regard to work requirements.

 

The team will be responsible for ensuring that relief at the change of every shift occurs with no disruption to operations.

 

All employees will be required to work additional hours to cover absences and meet operational requirements.  It is the defined work team's responsibility to establish a fair system to ensure that all such events are defined and covered.  These arrangements ensure that a full labour complement is available at the commencement of every shift.  Records will be kept on all hours worked and a review of the additional work hours payment will be made as required.  This review will not lead to a reduction in this payment.

 

In the event of a catastrophe, employees will be entitled to an additional payment provided it is within the following guidelines:

Where 80 per cent of employees in a defined work team have each worked more than 78 additional work hours in a 13 week period, then each individual who has exceeded these hours will be paid at the rate of double time for those hours in excess of the 78 hours.  The base rate for their classification will be used for this calculation (refer Item 4 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications.

 

45.5      Public Holidays Falling During Annual Leave - The additional payment component of the annualised salary includes payment for all public holidays falling during periods of annual leave.

 

45.6      Sick Leave - Employees are expected to attend work regularly.  Discretionary sick leave provides an insurance that an employee who is unable to attend work because of a genuine illness will continue to receive their salary as per Item 4 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications.  Employees may be required to provide a medical certificate or other evidence where the absence is more than two days or more than a total of five single days in any year or where a marked pattern of absences is developing.

 

In instances where an individual continually abuses the sick leave provisions the team and management jointly have the discretion to withhold payment for the absence.

 

Requirements for extended periods of sick leave will be considered jointly by the team and/or management, taking into account:

 

the circumstances and nature of the illness or injury; and

 

the history of work performance and attendance.

 

45.7      Special Leave - It is expected that as part of the team based work arrangements the additional work hours will cover most absences and that absences will be minimised.

 

Leave will be granted for the employee to attend jury service and no adjustment will be made to the employee's salary for the first three days of jury service.  Thereafter any amounts paid for jury service will be deducted from the employee's salary.

 

45.8             Annualised Salaries - General - All employees working as part of the shift teams at Raw Materials Handling under the classifications listed in Item 4 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications, will be paid an annualised salary.

 

The annualised salary will:

 

provide a stable income, with a standard pay on a fortnightly basis for the individual;

 

reduce inefficiencies by building in payment for a set number of additional hours; and

 

support the team concept.

 

The annualised salary is made up of four components:

 

Base Rate - Payment includes the award wage and overaward (bonus) payments.

 

Additional Payments - Payment for all public holidays (worked and rostered).

 

Shift Work Payments and Penalties - Payments for all disabilities and disturbances associated with shift work and the working of regular rostered shifts on weekends.

 

Additional Work Hours - Payment for work undertaken as required outside ordinary shift or day hours.

 

The calculation of this annualised salary is contained in Item 4 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications.

45.9             Annualised Salaries - Rates - Employees will be paid salaries in accordance with Item 4 of Table 4 - Annualised Salary Rates of Pay of Part C - Monetary Rates - Restructured Classifications.  All salaries will be paid fortnightly by electronic funds transfer directly into an account nominated by the employee with a bank, building society, credit union or other financial institution recognised by the Company.

 

45.10    Training - Progression through the classification structure below will be through completion of competency based training and application of the acquired skills and knowledge.  Effective and timely training of all individuals in these skills is recognised as an important priority in the new teamwork system.  The five shift system supports a commitment to learning and development by providing development time during each roster cycle to complement on-the-job training.

 

Classification	Training Requirements
Entry Level	Induction
Raw Materials Process Operator 1	Work Practices 1 Raw Materials Handling Skills 1 Team Skills 1
Raw Materials Process Operator 2	Work Practices 2 Raw Materials Handling Skills 2 Process Reliability 2 Team Skills 2
Raw Materials Process Operator 3	Work Practices 3 Raw Materials Handling Skills 3 Process Reliability 3 Team Skills 3
Raw Materials Process Operator 4	Work Practices 4 Raw Materials Handling Skills 4 Process Reliability 4 Team Skills 4

 

45.11    Grievance Procedure - The team will be self managed on issues such as:

 

Attendance

Discipline

Work performance

 

From time to time problems may come up with individuals and/or a team that require special assistance.  Therefore a process needs to be in place to provide this assistance.  In the event of a problem or issue the following steps will be followed:

 

Step 1 - Team to discuss and resolve.

 

Step 2 - Team and Shift Manager to discuss and resolve.

 

Step 3 - Team and Superintendent to discuss and resolve.

 

Step 4 - Team, Superintendent and Human Resources Officer to discuss and resolve.

 

Step 5 - Team Superintendent, Human Resources Officer and Union Official to discuss and resolve to discuss and resolve.

 

If issue remains unresolved the parties may then either:

 

(a)        Refer matter to senior BHP management and senior union officials;

 

(b)        Refer matter to an impartial mediator agreed by both parties; or

 

(c)        Refer matter to the Industrial Relations Commission of New South Wales.

PART C - MONETARY RATES - RESTRUCTURED CLASSIFICATIONS

 

Table 1 - Restructured Ironworker Rates of Pay

 

	Rate of pay per 38-hour week from the first pay period commencing on or after 7 June 2000 $	Rate of pay per 38-hour week from the first pay period commencing on or after 8 April 2001 $
1. Cokemaking Department
Coke Ovens - Batteries
Battery Entry Level Ironworker	440.00	453.20
Battery Operator 1	463.20	477.10
Battery Operator 2	488.00	502.60
Battery Operator 3	526.10	541.90
Battery Operator 4	556.30	573.00
Battery Operator 5	605.00	623.20
Coal Preparation - Coal Washery
Coal Washery Operator 1	440.00	453.20
Coal Washery Operator 2	500.90	515.90
Coal Washery Operator 3	526.10	541.90
Coal Washery Operator 4	556.30	573.00
Coal Preparation - Coal Handling
Coal Handling Operator 1	440.00	453.20
Coal Handling Operator 2	488.00	502.60
Coal Handling Operator 3	513.90	529.30
Coal Handling Operator 4	538.70	554.90
Gas Processing
GP Entry Level Ironworker	440.00	453.20
GP Intermediate Operator	488.00	502.60
GP Sulphate Operator	488.00	502.60
GP Operator 1	513.90	529.30
GP Operator 2	538.70	554.90
GP Operator 3	556.30	573.00
GP Operator 4	589.60	607.30
Collector Main Operations
Collector Main Operator	526.10	541.90
Cokemaking Utilities
Utilities Entry Level Ironworker	440.00	453.20
Utilities Operator 1	463.20	477.10
Utilities Operator 2	475.60	489.90
Utilities Operator 3	500.90	515.90
Utilities Operator 4	526.10	541.90
Utilities Operator 5	556.30	573.00
2. Ore Preparation Department
Raw Materials Handling
RM Entry Level Ironworker	440.00	453.20
RM Operator 1	500.90	515.90
RM Operator 2	513.90	529.30
RM Operator 3	574.30	591.50
3. Blast Furnace Department
No. 2 Blast Furnace
No. 2 BF Entry Level Ironworker	440.00	453.20
No. 2 BF Operator 1	488.00	502.60
No. 2 BF Operator 2	513.90	529.30
No. 2 BF Operator 2A	538.70	554.90
No. 2 BF Operator 3	574.30	591.50
4. Energy Services Department
Utilities Distribution Section
Distribution Operator 1	488.00	502.60
Distribution Operator 2	556.30	573.00
Distribution Operator 3	605.00	623.20
Energy Generation - No. 1 Power House Section
No. 1 PH Operator 1	463.20	477.10
No. 1 PH Operator 2	513.90	529.30
No. 1 PH Operator 3	526.10	541.90
No. 1 PH Operator 4	556.30	573.00
No. 1 PH Operator 5	605.00	623.20
No. 1 PH Operator 6	628.90	647.80
5. Refractory Services Department
Refractory Services
Refractory Installation Assistant - Level 1	475.60	489.90
Refractory Installation Assistant - Level 2	513.90	529.30
Refractory Installation Assistant - Level 3	526.10	541.90
Refractory Installation Assistant - Level 4	556.30	573.00
6. Slabmaking Department
BOS Plant
BOS Entry Level Ironworker	440.00	453.20
BOS Service Operator	463.20	477.10
BOS Materials Attendant	500.90	515.90
BOS Operator 1	500.90	515.90
BOS Operator 2	538.70	554.90
BOS Operator 3	556.30	573.00
BOS Operator 4	574.30	591.50
BOS Operator 5	589.60	607.30
BOS - Raw Materials Alloy Preparation
BOS Entry Level Ironworker	440.00	453.20
Materials Handler 1	488.00	502.60
Materials Handler 2	500.90	515.90
Slab Caster
Slab Caster Operator 1	440.00	453.20
Slab Caster Operator 1A	475.60	489.90
Slab Caster Learner Operator	500.90	515.90
Slab Caster Operator 2	538.70	554.90
Slab Caster Operator 3	574.30	591.50
Slab Caster Operator 4	605.00	623.20
Slab Caster Operator 5	651.60	671.10
Slab Handling
Slab Handler 1A (New Starters)	538.70	554.90
Slab Handler 1B (Existing Employees)	556.30	573.00
Slab Handler 2	574.30	591.50
Slab Handler 3	605.00	623.20
Slab Tracking Controller	628.90	647.80
7. Production Planning
Product Despatch Warehouse
Despatch Operator 1	463.20	477.10
Despatch Operator 2	513.90	529.30
Despatch Operator 3	556.30	573.00
Learner Pallet Carrier Operator	488.00	502.60
Pallet Carrier Operator	550.63	573.00
8. Hot Strip Mill
Hot Strip Mill Operations
Learner Operator	513.90	529.30
Operator 1	574.30	591.50
Operator 2	605.00	623.20
Operator 3	651.60	671.10
Hot Strip Mill Maintenance
Learner Analyst	463.20	477.10
Systems Analyst 1	500.90	515.90
Systems Analyst 2	556.30	573.00
Hot Coil Processing and Despatch
Operator 1	475.60	489.90
Operator 2	526.10	541.90
Operator 3	556.30	573.00
Operator 4	589.60	607.30
Operator 5 (Learner)	605.00	623.20
Operator 5	628.90	647.80
Packaging Products Roll Shop
Roll Shop Attendant 1	455.50	469.20
Roll Shop Attendant 2	500.90	515.90
Roll Shop Attendant 3	513.90	529.30
Hot Strip Mill Roll Shop
Roll Shop Attendant 1	455.50	469.20
Roll Shop Attendant 2	500.90	515.90
Roll Shop Attendant 3	513.90	529.30
Roll Shop Attendant 4A	538.70	554.90
Roll Shop Attendant 4B	556.30	573.00
Roll Shop Attendant 5	574.30	591.50
9. Plate Mill Department
Plate Rolling
Plate Rolling Operator Level 1	488.00	502.60
Plate Rolling Operator Level 2	526.10	541.90
Plate Rolling Operator Level 3	574.30	591.50
Plate Rolling Operator Level 4	605.00	623.20
Plate Rolling Operator Level 5	628.90	647.80
Plate Rolling Systems Operator	500.90	515.90
Plate Processing
Learner Operator	488.00	502.60
Plate Processing Operator Level 1	513.90	529.30
Plate Processing Operator Level 2	538.70	554.90
Plate Processing Operator Level 3	556.30	573.00
Plate Processing Operator Level 4	574.30	591.50
Improvement Leader	589.60	607.30
Section Co-ordinator	628.90	647.80
10. Technology Services Department
Laboratory Services
General Assistant	448.00	461.40
Learner Operator (RMT)	475.60	489.90
Learner Operator (MO)	475.60	489.90
RM Tester	513.90	529.30
Machine Operator	513.90	529.30
11. Packaging Products Department
Pickle Line
PL Operator 1	488.00	502.60
PL Operator 2	513.90	529.30
PL Operator 3A	538.70	554.90
PL Operator 3B	538.70	554.90
PL Operator 4	574.30	591.50
Cold Mill
CM Operator 1	500.90	515.90
CM Operator 2	538.70	554.90
CM Operator 3	589.60	607.30
CM Operator 4	628.90	647.80
Temper Mill
TM Operator 1	500.90	515.90
TM Operator 2	538.70	554.90
TM Operator 3	589.60	607.30
TM Operator 4	628.90	647.80
Cleaning Line
CL Operator 1	475.60	489.90
CL Operator 2	513.90	529.30
CL Operator 3	538.70	554.90
Batch Annealing
BA Operator 1	475.60	489.90
BA Operator 2	526.10	541.90
Continuous Annealing Line
CA Operator 1	500.90	515.90
CA Operator 2	538.70	554.90
CA Operator 3	574.30	591.50
Electrolytic Tinning Lines
ET Line Operator 1	488.00	502.60
ET Line Operator 2	538.70	554.90
ET Line Operator 3P	574.30	591.50
ET Line Operator 3S	574.30	591.50
ET Line Operator 4	605.00	623.20
Coil Preparation Line
Operator 1	500.90	515.90
Operator 2	538.70	554.90
Operator 3	574.30	591.50
Shearlines
SH Operator 1	488.00	502.60
SH Operator 2	513.90	529.30
SH Operator 3	538.70	554.90
SH Operator 4	556.30	573.00
SH Operator 5	605.00	623.20
Littell Operator 4	574.30	591.50
Assorting Room
AR Operator 1	463.20	477.10
AR Operator 2A	488.00	502.60
AR Operator 2B	500.90	515.90
AR Operator 2C	513.90	529.30
AR Operator 3	526.10	541.90
Warehouse
WH Operator 1	463.20	477.10
WH Operator 2A	488.00	502.60
WH Operator 2B	488.00	502.60
WH Operator 3	513.90	529.30
WH Operator 4	556.30	573.00
Strapping Line
Operator 1P	513.90	529.30
Operator 2P	538.70	554.90
Operator 3P	589.60	607.30
Operator 1S	488.00	502.60
Operator 2S	556.30	573.00
Miscellaneous
PP Learner Operator	463.20	477.10
Packaging Products Crane Operators
Crane Operator 1	488.00	502.60
Crane Operator 2	513.90	529.30
Crane Operator 3	538.70	554.90
Crane Operator 4	574.30	591.50
12. Transport and Site Services
Ironmaking Services
Operator 1	455.50	469.20
Operator 2	475.60	489.90
Operator 3	500.90	515.90
Operator 4	556.30	573.00
Garage
Garage Operator 1	463.20	477.10
Garage Operator 2	488.00	502.60
Garage Operator 3	526.10	541.90
Garage Operator 4	574.30	591.50
O'Briens Drift
OBD Learner Operator	455.50	469.20
OBD Operator 1	488.00	502.60
OBD Operator 2	556.30	573.00
Rail Maintenance Department
Rail Maintenance Operator 1	463.20	477.10
Rail Maintenance Operator 2	488.00	502.60
Rail Maintenance Operator 3	526.10	541.90
Rail Maintenance Operator 4	556.30	573.00
13. Supply Operations
Canteens
Canteen Operator 1	455.50	469.20
Canteen Operator 2	475.60	489.90
Canteen Operator 3	513.90	529.30
Warehousing and Distribution Department
Warehousing and Distribution - Entry Level	463.20	477.10
Warehousing and Distribution - Operator 1	488.00	502.60
Warehousing and Distribution - Operator 2	513.90	529.30
Warehousing and Distribution - Operator 3	538.70	554.90
14. Manufacturing Services
Foundries Department
Foundries Operator Entry Level (New Employee)	475.60	489.90
Foundries Operator 1	488.00	502.60
Foundries Operator 2	513.90	529.30
Foundries Operator 3	538.70	554.90
Foundries Operator 4	556.30	573.00
15. Maintenance
Maintenance Ironworkers
Maintenance Ironworker - Level 1	463.20	477.10
Maintenance Ironworker - Level 2A	475.60	489.90
Maintenance Ironworker - Level 2	500.90	515.90
Maintenance Ironworker - Level 3	526.10	541.90

 

Table 2 - Graded Trades Rates of Pay

 

	Rate Of Pay Per 38-Hour Week From The First Pay Period Commencing On Or After 7 June 2000 $	Rate Of Pay Per 38-Hour Week From The First Pay Period Commencing On Or After 8 April 2001 $
1. Electrical Trades (inclusive of a tool allowance of $10.20 per 38-hour week) -
Electrical Tradesperson (E) Base Level	575.30	592.30
Electrical Tradesperson (E) Level 1	595.50	613.10
Electrical Tradesperson (E) Level 2	620.20	638.50
Electrical Tradesperson (E) Level 3	644.60	663.60
Electrical Tradesperson (E) Level 4	671.10	690.90
Electrical Tradesperson (E) Level 5	686.70	707.00
Electrical Tradesperson (E) Level 6	725.30	746.80
2. Mechanical Trades (inclusive of a tool allowance of $10.20 per 38-hour week) -
Graded Tradesperson (M) Base Level	560.90	577.40
Graded Tradesperson (M) Level 1	580.20	597.30
Graded Tradesperson (M) Level 2	603.90	621.70
Graded Tradesperson (M) Level 3	627.60	646.10
Graded Tradesperson (M) Level 4	653.20	672.50
Graded Tradesperson (M) Level 5	668.10	687.80
Graded Tradesperson (M) Level 6	705.20	726.10
3. Foundries Trades (inclusive of a tool allowance of $10.20 per 38-hour week) -
Graded Tradesperson (F) Base Level	560.90	577.40
Graded Tradesperson (F) Level 1	580.20	597.30
Graded Tradesperson (F) Level 2	603.90	621.70
Graded Tradesperson (F) Level 3	627.60	646.10
Graded Tradesperson (F) Level 4	653.20	672.50
Graded Tradesperson (F) Level 5	668.10	687.80
Graded Tradesperson (F) Level 6	705.20	726.10
4. Manufacturing Services - Carpentry Level (inclusive of a tool allowance of $19.10 per 38-hour week)
Carpenter - Trade Level	556.60	572.70
Carpenter - Base Level	568.30	584.80
Carpenter - Level 1	580.20	597.00
5. Refractory Installation Bricklayers
Refractory Installation Bricklayer - Base Level	582.10	599.60
Refractory Installation Bricklayer - Level 1	592.90	610.70
Refractory Installation Bricklayer - Level 2	618.60	637.20
Refractory Installation Bricklayer - Level 3	631.40	650.30
Refractory Installation Bricklayer - Level 4	650.60	670.10

 

 

 

Table 3 - Apprentices

 

	Rate of pay and tool allowance per 38-hour week from the first pay period commencing on or after 7 June 2000 $		Rate of pay and tool allowance per 38-hour week from the first pay period commencing on or after 8 April 2001 $
1. Four Year Term	Rate of Pay	Tool Allowance	Rate of Pay	Tool Allowance
Apprentice 1st Year	225.15	4.30	231.90	4.30
Apprentice 2nd Year	290.75	5.60	299.50	5.60
Apprentice 3rd Year	387.10	7.65	398.70	7.65
Apprentice 4th Year	443.95	9.00	457.30	9.00
2. Three Year Term	Rate of Pay	Tool Allowance	Rate of Pay	Tool Allowance
Apprentice 1st Year	257.75	4.90	265.50	4.90
Apprentice 2nd Year	387.10	7.65	398.70	7.65
Apprentice 3rd Year	443.95	9.00	457.30	9.00
3. Patternmakers - Four Year Term	Rate of Pay	Tool Allowance	Rate of Pay	Tool Allowance
Apprentice 1st Year	227.95	4.30	234.80	4.30
Apprentice 2nd Year	293.55	5.60	302.35	5.65
Apprentice 3rd Year	389.90	7.65	401.60	7.65
Apprentice 4th Year	446.75	9.00	460.15	9.00

 

Table 4 - Annualised Salary Rates of Pay

 

Item 1.  No. 2 Blower Station

 

Rates of Pay Shift Crew Operators (Annualised) - From the first pay period commencing on or after 7 June 2000.

 

	Operator 2 $	Operator 3 $	Operator 4 $	Operator 5 $
Base Rate	37,455.60	39,696.80	40,497.60	41,740.40
Additional Payments	2,198.81	2,330.38	2,377.39	2,450.35
Shift Work Payments	11,626.99	12,157.80	12,347.46	12,641.81
Additional Work Hours Payment	9,877.11	10,446.43	10,469.85	10,965.55
Total	61,158.51	64,631.41	65,872.31	67,798.11

 

Rates of Pay Relief Crew Operators (Annualised) - From the first pay period commencing on or after 7 June 2000

 

	Operator 2 $	Operator 3 $	Operator 4 $	Operator 5 $
Base Rate	37,455.60	39,696.80	40,497.60	41,740.40
Additional Payments	2,198.81	2,330.38	2,377.39	2,450.35
Shift Work Payments	6,698.62	6,934.54	7,018.83	7,149.65
Additional Work Hours Payment	4,947.49	5,232.66	5,334.56	5,492.69
Total	51,300.52	54,194.38	55,228.38	56,833.09

 

Rates of Pay Day Crew Operators (Annualised) - From the first pay period commencing on or after 7 June 2000.

 

	Operator 1 $	Operator 2 $	Operator 3 $	Operator 4 $	Operator 5 $
Base Rate	31,636.80	37,455.60	39,696.80	40,497.60	41,740.40
Additional Payments	Nil	Nil	Nil	Nil	Nil
Shift Work Payments	Nil	Nil	Nil	Nil	Nil
Additional Work Hours Payment	Nil	1,909.81	2,024.08	2,064.91	2,128.28
Total	31,636.80	39,365.41	41,720.88	42,562.51	43,868.68

 

Rates of Pay Shift Crew Operators (Annualised) - From the first pay period commencing on or after 8 April 2001

 

	Operator 2 $	Operator 3 $	Operator 4 $	Operator 5 $
Base Rate	38,578.90	40,887.60	41,714.40	42,993.60
Additional Payments	2,264.75	2,400.28	2,448.82	2,523.92
Shift Work Payments	11,976.20	12,523.03	12,718.85	13,021.81
Additional Work Hours Payment	10,173.38	10,759.87	10,969.89	11,294.84
Total	62,993.13	66,570.78	67,851.96	69,834.17

 

Rates of Pay Relief Crew Operators (Annualised) - From the first pay period commencing on or after 8 April 2001

 

	Operator 2 $	Operator 3 $	Operator 4 $	Operator 5 $
Base Rate	38,578.80	40,887.60	41,714.40	42,993.60
Additional Payments	2,264.75	2,400.28	2,448.82	2,523.92
Shift Work Payments and Penalties	6,900.05	7,143.08	7,230.11	7,364.76
Additional Work Hours Payment	5,095.89	5,389.66	5,494.87	5,657.64
Total	52,839.49	55,820.62	57,888.20	58,539.92

 

Rates of Pay Day Crew Operators (Annualised) - From the first pay period commencing on or after 8 April 2001

 

	Operator 1 $	Operator 2 $	Operator 3 $	Operator 4 $	Operator 5 $
Base Rate	32,588.40	38,578.80	40,887.60	41,714.40	42,993.60
Additional Payments	Nil	Nil	Nil	Nil	Nil
Shift Work Payments	Nil	Nil	Nil	Nil	Nil
Additional Work Hours Payment	Nil	1,967.08	2,084.80	2,126.96	2,192.18
Total	32,588.40	40,545.88	42.972.40	43,841.36	45,185.78

 

Item 2.  Blast Furnace

 

Rates from the first pay period commencing on or after 7 June 2000

	Total Annual Rate from first pay period commencing on or after 7 June 2000 $	Weekly Rate from first pay period commencing on or after 7 June 2000 $	Total Annual Rate from first pay period commencing on or after 8 April 2001 $	Weekly Rate from first pay period commencing on or after 8 April 2001 $
Blast Furnace Process Operators -
Entry Ironworker (New Starter)	49,133.62	944.88	50,611.62	973.30
Base Level 1	55,575.62	1,068.76	57,236.61	1,100.70
Base Level 2	59,587.24	1,145.91	61,373.09	1,180.25
Level 1	63,141.12	1,214.25	65,035.16	1,250.68
Level 2	64,639.16	1,243.06	66,574.87	1,280.29
Level 3	68,009.95	1,307.88	70,053.84	1,347.19
Level 4	69,999.18	1,346.14	72,101.32	1,386.56
Blast Furnace Mechanical Tradesperson -
Tradesperson (Entry)	62,020.92	1,192.71	63,831.77	1,227.53
Base	63,643.89	1,223.92	65,504.67	1,259.71
Level 1	65,799.52	1,265.38	67,726.90	1,302.44
Level 2	67,772.05	1,303.31	69,757.68	1,341.49
Level 3	70,560.22	1,356.93	72,629.09	1,396.71
Level 4	72,690.89	1,397.90	74,826.33	1,438.97
Level 5	73,931.00	1,421.75	76,099.74	1,463.46
Level 6	77,018.80	1,481.13	79,287.41	1,524.76
Blast Furnace Electrical Tradesperson -
Tradesperson (Entry)	65,354.35	1,256.81	67,206.81	1,292.44
Base	66,944.02	1,287.39	68,846.42	1,323.97
Level 1	69,174.56	1,330.28	71,143.55	1,368.15
Level 2	71,230.32	1,369.81	73,257.56	1,408.80
Level 3	74,076.76	1,424.55	76,187.23	1,465.14
Level 4	76,282.33	1,466.97	78,459.38	1,508.83
Level 5	77,580.70	1,491.94	79,799.37	1,534.60
Level 6	80,793.34	1,553.72	83,111.88	1,598.31

 

 

Salary Calculations (from the first pay period commencing on or after 7 June 2000)

 

Blast Furnace Operators -

 

Level	Base Rate $	Additional Payments   $	Shift Work Payments and Penalties $	Additional Work Hours Payment $	Total $
Entry Level	28,704.00	1,685.05	9,554.24	9,190.33	49,133.62
Base Level 1	32,728.80	1,921.33	10,507.51	10,417.98	55,575.62
Base Level 2	35,235.20	2,068.47	11,101.12	11,182.45	59,587.24
Level 1	37,455.60	2,198.81	11,627.01	11,859.70	63,141.12
Level 2	38,391.60	2,253.75	11,848.66	12,145.15	64,639.16
Level 3	40,497.60	2,377.39	12,347.45	12,787.51	68,009.95
Level 4	41,740.40	2,450.35	12,641.82	13,166.61	69,999.18

 

Blast Furnace Mechanical Tradesperson -

 

Level	Base Rate $	Additional Payments $	Shift Work Payments and Penalties $	Additional Work Hours Payment $	Total $
Entry	36,337.60	2,711.16	11,362.20	11,609.96	62,020.92
Base	37,351.60	2,770.69	11,602.36	11,919.24	63,643.89
Level 1	38,698.40	2,849.75	11,921.34	12,330.03	65,799.52
Level 2	39,930.80	2,922.10	12,213.22	12,705.93	67,772.05
Level 3	41,672.80	3,024.36	12,625.80	13,237.26	70,560.22
Level 4	43,004.00	3,102.51	12,941.09	13,643.29	72,690.89
Level 5	43,778.80	3,147.99	13,124.59	13,879.62	73,931.00
Level 6	45,708.00	3,261.24	13,581.51	14,468.05	77,018.80

 

Blast Furnace Electrical Tradesperson -

 

Level	Base Rate $	Additional Payments $	Shift Work Payments and Penalties $	Additional Work Hours Payment $	Total $
Entry	38,381.20	2,885.07	11,846.21	12,241.87	65,354.35
Base	39,374.40	2,943.38	12,081.44	12,544.80	66,944.02
Level 1	40,768.00	3,025.19	12,411.51	12,969.87	69,174.56
Level 2	42,052.40	3,100.59	12,715.71	13,361.63	71,230.32
Level 3	43,830.80	3,204.99	13,136.91	13,904.06	74,076.76
Level 4	45,280.80	3,285.88	13,463.21	14,324.37	76,282.33
Level 5	46,020.00	3,333.50	13,655.40	14,571.79	77,580.70
Level 6	48,027.20	3,451.34	14,130.79	15,184.02	80,793.34

 

Salary Calculations (from the first pay period commencing on or after 8 April 2001)

 

Blast Furnace Operators -

 

Level	Base Rate       $	Additional Payments     $	Shift Work Payments and Penalties $	Additional Work Hours Payment   $	Total       $
Entry Level	29,567.20	1,735.73	9,841.90	9,466.79	50,611.62
Base Level 1	33,706.40	1,978.72	10,822.22	10,729.27	57,236.61
Base Level 2	36,290.80	2,130.43	11,434.31	11,517.55	61,373.09
Level 1	38,578.80	2,264.75	11,976.21	12,215.42	65,035.18
Level 2	39,540.80	2,321.22	12,204.03	12,508.82	66,574.87
Level 3	41,714.40	2,448.82	12,718.83	13,171.79	70,053.84
Level 4	42,993.60	2,523.92	13,021.82	13,561.98	72,101.32

 

Blast Furnace Mechanical Tradesperson -

 

Level	Base Rate $	Additional Payments $	Shift Work Payments and Penalties $	Additional Work Hours Payment $	Total $
Entry	37,408.80	2,774.04	11,699.10	11,949.83	63,831.77
Base	38,454.00	2,835.40	11,946.65	12,268.62	65,504.67
Level 1	39,842.40	2,916.91	12,275.48	12,692.11	67,726.90
Level 2	41,111.20	2,991.39	12,575.98	13,079.11	69,757.68
Level 3	42,905.20	3,096.71	13,000.88	13,626.30	72,629.09
Level 4	44,278.00	3,177.30	13,326.01	14,045.02	74,826.33
Level 5	45,073.60	3,224.00	13,514.45	14,287.69	76,099.74
Level 6	47,065.20	3,340.92	13,986.14	14,895.15	79,287.41

 

Blast Furnace Electrical Tradesperson

 

Level	Base Rate $	Additional Payments $	Shift Work Payments and Penalties $	Additional Work Hours Payment $	Total $
Entry	39,478.40	2,949.48	12,189.26	12,589.66	67,206.81
Base	40,502.80	3,009.62	12,431.89	12,902.12	68,846.42
Level 1	41,938.00	3,093.87	12,771.80	13,339.87	71,143.55
Level 2	43,258.80	3,171.41	13,084.62	13,742.73	73,257.56
Level 3	45,089.20	3,278.86	13,518.14	14,301.03	76,187.23
Level 4	46,508.80	3,362.20	13,854.36	14,734.02	78,459.38
Level 5	47,346.00	3,411.35	14,052.64	14,989.38	79,799.37
Level 6	49,415.60	3,532.84	14,542.81	15,620.63	83,111.88

 

Item 3.  Temper Mills

 

Rates from the first pay period commencing on or after 7 June 2000

 

 

	Entry Level Operator $	Team Operator $
Base Rate	36,212.80	42,920.80
Additional Payments	2,125.85	2,519.40
Shift Work Payments and Penalties	11,332.64	12,921.40
Additional Work Hours Payment	9,561.41	11,265.43
Total	59,232.70	69,627.28

 

Rates from the first pay period commencing on or after 8 April 2001

 

	Entry Level Operator $	Team Operator $
Base Rate	37,299.60	44,205.20
Additional Payments	2,189.65	2,595.05
Shift Work Payments and Penalties	11,673.22	13,308.79
Additional Work Hours Payment	9,848.42	11,602.64
Total	61,010.89	71,711.68

 

Item 4.  Raw Materials Handling

 

Rates from the first pay period commencing on or after 7 June 2000

 

Classification	Entry Level $	RM Process Operator Level 1 $	RM Process Operator Level 2 $	RM Process Operator Level 3 $	RM Process Operator Level 4 $
Base Salary	28,704.00	32,728.80	35,235.20	39,696.80	40,497.60
Additional Payments	1,685.05	1,921.33	2,068.47	2,330.38	2,377.39
Shift Work Payments and Penalties	9,554.24	10,507.51	11,101.12	12,157.82	12,347.45
Additional Work Hours	8,304.51	9,413.84	10,104.62	11,334.30	11,554.98
Total Salary	48,247.80	54,571.48	58,509.41	65,519.30	66,777.42

 

Rates from the first pay period commencing on or after 8 April 2001

 

Classification	Entry Level $	RM Process Operator Level 1 $	RM Process Operator Level 2 $	RM Process Operator Level 3 $	RM Process Operator Level 4 $
Base Salary	29,567.20	33,706.40	36,290.80	40,887.60	41,714.40
Additional Payments	1,735.73	1,978.72	2,130.43	2.,400.28	2,448.82
Shift Work Payments and Penalties	9,841.90	10,822.22	11,434.31	12,523.02	12,718.83
Additional Work Hours	8,554.33	9,695.13	10,407.42	11,674.36	11,902.22
Total Salary	49,699.16	56,202.47	60,262.96	67,485.26	68,784.27

 

Table 5 - Unanderra Coil Processing

 

Metpol	Rate of pay per 38-hour week from first pay period commencing on or after 7 June 2000 $	Rate of pay per 38-hour week from first pay period commencing on or after 8 April 2001 $
Metpol Operator Grade 1	581.00	598.40
Metpol Operator Grade 2	601.00	619.00
Metpol Operator Grade 3	617.20	635.70
Metpol Operator Grade 4	660.50	680.30
Metpol Operator Grade 5	683.40	703.90
Metpol Operator Grade 6	708.70	730.00
Metpol Operator Grade 7	736.70	758.80
Metpol Operator Grade 8	764.40	787.30
Metpol Operator Grade 9	772.80	796.00
Metpol Operator Grade 10	793.80	817.60
Metpol Operator Grade 11	819.60	844.20
Metpol Operator Grade 12	857.30	883.00
Metpol Mechanical Tradesperson	845.60	871.00

 

Table 6 - Port Kembla Road Transport Facility

 

CRM Road & Transport Facility	Rate of pay per 38-hour week from first pay period commencing on or after 7 June 2000 $	Rate of pay per 38-hour week from first pay period commencing on or after 8 April 2001 $
General Transport Operator	556.30	573.00
Transport Operator - Grade 2	574.30	591.50
Training Transport Operator	488.00	502.60

 

 

Table 7 - Other Rates and Allowances

 

Item No	Clause No	Brief Description			Amount
	8	Special Rates -
1	8.1.1	Large Power Houses - Employees employed in large power houses (developing more than 8,000 kilowatts):			Per 38-hour week
		Mechanical and Electrical Tradespersons			$20.00
		1st and 2nd Year electrical and mechanical apprentices			$4.00
		Maintenance non-trades employees assisting mechanical or electrical tradespersons			$10.10
2	8.1.2	Ship Repairing -			Per 38-hour week
		Mechanical and Electrical tradespersons			$8.80
		Other employees			$7.10
3	8.1.3	Electrical Trades Licences -			Per 38-hour week
		Qualified Supervisor’s Certificate (Electrician) Allowance			$24.50
		Certificate of Registration (Electrician) Allowance			$13.20
4	8.1.4	Scaffolder’s Licence -			Per 38-hour week
		Certificate of Competency as a Scaffolder:
		Class 1 or 2			$6.60
		Class 3 or 4			$3.70
	8.2	Plumbers -			Per hour
5	8.2.1	Licences:
		1. Plumber’s licence			$0.62
		2. Gasfitter’s licence			$0.62
		3. Drainer’s licence			$0.52
		4. Plumber’s and gasfitter’s licence			$0.82
		5. Plumber’s and drainer’s licence			$0.82
		6. Gasfitter’s and drainer’s licence			$0.82
		7. Plumber’s and gasfitter’s and drainer’s licence			$1.13
6	8.2.2	Certificate of Registration Allowance			$0.49
	9	General Disability Rates -
7	9.1.1	Hot Places -			Per hour
		Electrical and Mechanical Tradespersons and maintenance non-trades employees:
		Temperature raised artificially to between 46 and 54 degree Celsius			$0.34
		Temperature exceeds 54 degrees Celsius			$0.44
8	9.1.2	Hot Work -			Per hour
		Temperatures raised by artificial means to above 49 degrees			$0.37
9	9.1.3	Wet Work -			Per hour
		Mechanical tradespersons and maintenance non-trades employees.			$0.34
10	9.1.4	Dirty Work -			Per hour
		Mechanical and electrical tradespersons and maintenance non-trades employees engaged in work other than ship repair work			$0.34
		Ship Repair work			$0.44
11	9.1.5	Restrictive Spaces -			Per hour
		Mechanical and electrical tradespersons and maintenance non-trades employees			$0.44
12	9.1.6	High Places -			Per hour
		Electrical and Mechanical tradespersons and maintenance non- trades other than riggers and splicers			$0.23
13	9.1.7	Oil Tanks -			Per hour
		Mechanical tradespersons and maintenance non-trades employees			$0.34
14	9.1.8	Explosive Powered Tools -			Per hour
		All Employees			$0.12
		Minimum payment			$0.89
15	9.1.9	Slag Wool -			$0.44 per hour
	9.2	Plumbers Disability Rates -
16	9.2.1	Insulation Material			$0.42 per hour
17	9.2.2	Chokage			$3.10 per day or shift or part thereof
18	9.2.3	Restrictive Space			$0.44 per hour
19	9.2.4	Swinging Scaffold			$1.80 per day or shift or part thereof
20	9.2.5	Computing Quantities			$0.37 per hour
	9.3	Electrical Tradespersons -
	9.3.1	Toxic Substances:			Per hour
21		Quantities of 0.5 kg or over			$0.45
22		Working in close proximity to			$0.37
	9.4	Bricklayers and Labourers -
23	9.4.1	Brick lining stacks etc:			Per hour
		At a height of 15 but not more than 30 metres			$0.13
		For each further 15 metres increase above 30 metres			$0.12
24	9.4.2	Boiler Chambers			$0.30 per hour
25	9.4.3	Clothing allowance when working inside stacks and flues etc			$1.11 per shift or part thereof
	9.5	Other Employees -
	9.5.1	Applying obnoxious substances:			Per hour
26		Preparation and/or application of epoxy based materials or like substances			$0.44
27		Applying such epoxy-based substances when the air conditioning plant is not operating			$0.28
28		Working in close proximity to employees so engaged			$0.37
29	9.5.2		Foundry Allowance -	$0.24 per hour
30	9.5.3		Spray Painting -	Per hour
			Tradesperson and Brush Hand painters spray painting in a booth not approved by Government Authority	$0.37
	15		Shift Work Allowances for Shift Workers -	From first pay period commencing on or after 7 June 2000		From first pay period commencing on or after 8 April 2001
31	15.1.1		Shift Workers whilst working rotating shift	$53.00 per 38 hour week		$54.60 per 38 hour week
32	15.1.1(a)		When at least one-third of working time in the full cycle of the roster is not on day shift	$35.30 per 38 hour week		$36.40 per 38 hour week
33	15.1.2		Rotating Shift Worker when engaged under a roster system which does not provide for at least one-third of working time in the full cycle of the roster on day shift
			(a)        day shift, night shift	$53.00 per 38 hour week		$54.60 per 38 hour week
			(b)        day shift, afternoon shift	$45.10 per 38 hour week		$46.50 per 38 hour week
			(c)        day shift, day shift, afternoon shift	$45.10 per 38 hour week		$46.50 per 38 hour week
			(d)        day shift, day shift, night shift	$45.10 per 38 hour week		$46.50 per 38 hour week
34	15.1.3		Shift Workers working shift work on shift systems as follows:
			(a)        night shift, afternoon shift	$70.70 per 38 hour week		$72.80 per 38 hour week
			(b)        night shift only	$70.70 per 38 hour week		$72.80 per 38 hour week
			(c)        afternoon shift only	$70.70 per 38 hour week		$72.80 per 38 hour week
35	15.1.4		Shift Workers who work any afternoon shift or night shift other than under 15.1.1, 15.1.2 and 15.1.3 above and not paid in respect of any day shift worked	$21.30 per shift		$21.90 per shift
36	22.3.4, 22.3.5(b) and 22.3.6		Overtime, meal allowance -	$7.30 per meal

 

 

PART D - APPENDIX - UNRESTRUCTURED CLASSIFICATIONS

 

A.             APPLICATION

 

The clauses contained in this appendix apply only to those classifications listed in clause E, Rates of Pay - Unrestructured Classifications, of this appendix.

 

B.         LEADING HANDS

 

Employees appointed by the Company as leading hands will be paid additional amounts as set out below.

 

Leading Hands -	From first pay period commencing on or after 7 June 2000 per 38-hour week	From first pay period commencing on or after 8 April 2001 per 38-hour week
Production Leading Hands:
If in charge of not more than five employees	$17.40	$17.60
If in charge of more than five but not more than fifteen employees	$26.10	$26.90
If in charge of more than fifteen	$36.70	$37.80
Maintenance Leading Hands:
If in charge of not less than three and not more than ten employees	$23.90	$24.60
If in charge of more than ten and not more than twenty employees	$36.00	$37.10
If in charge of more than twenty employees	$45.90	$47.30

 

C.         MIXED FUNCTIONS

 

Unless otherwise specified, the following will apply:

 

C.1       Employees who are required to do work carrying a higher rate than his or her ordinary classification for 2 hours or more on any day or shift, will be paid at the higher rate for the whole of the day or shift.

 

C.2       Subject to C.1 of this clause, an employee, who on any day or shift is required to do work of a higher paid classification for at least 1 hour, will be paid the rate prescribed for such work whilst so engaged.

 

C.3       Employees required to do work carrying a lower rate than his or her ordinary classification will be entitled to payment at the rate of his or her ordinary classification except:

 

C.3.1    Where, because of a strike by fellow employees in the establishment in which this person is employed, work in his or her ordinary classification is not available and where the period spent on the work carrying the lower rate is at least 1 hour; and

 

C.3.2    In respect of work on overtime, where the period spent on the work carrying the lower rate is at least 1 hour.

 

C.3.3    This specifically excludes employees working in restructured departments within a graded ironworker structure.

 

D.         TOOL ALLOWANCE

 

Tradespersons - A tradesperson will be paid an allowance as set out below per 38-hour week for supplying and maintaining tools ordinarily required in the performance of his or her work as a tradesperson.  The allowance will apply for all purposes of the award.

 

Tool Allowance	Per week $
Mechanical Tradesperson	10.20
Electrical Tradesperson	10.20
Bricklayer	13.60
Plumber	18.90
Carpenter	19.10
Patternmaker and Moulder	10.20
Painter	4.70

 

E.         RATES OF PAY - UNRESTRUCTURED CLASSIFICATIONS

 

	Rate of pay per 38-hour week from first pay period commencing on or after 7 June 2000 $	Rate of pay per 38-hour week from first pay period commencing on or after 8 April 2001 $
COKE OVENS DEPARTMENT
Coal Handling & Washing
Operator 1	517.50	533.00
Operator 2	498.00	512.90
Operator 3	490.90	505.60
Operator 1A	511.30	526.60
Operator 2A	490.90	505.60
Operator 3A	481.60	496.00
Operator 4A	469.70	483.80
988B Front end loader driver	490.90	505.60
Washery Assistant	465.00	479.00
Ovens
Leading Hand Regulator	528.50	544.40
Regulator	511.30	526.60
Battery driver	481.60	496.00
Battery attendant	455.80	469.50
Oven top hand	474.10	488.30
Door adjuster	474.10	488.30
Coke wharf hand	450.00	463.50
Oven day labourer	440.00	453.20
Regulator - Whilst working at
7 battery control room	528.50	544.40
Battery driver - 7 battery	490.90	505.60
Coke handling operator	498.00	512.90
Coke Screens
Screen hand	465.00	479.00
Truck hand	450.00	463.50
First hand (No. 4 Battery)	481.60	496.00
Sulphate
First hand	481.60	496.00
Second hand	455.80	469.50
Labourer loading sulphate of ammonia	443.60	456.90
Benzol
Light Oil Plant Operator	511.30	526.60
Filler	465.00	479.00
Labourer cleaning drains	455.80	469.50
Liquid Napthalene Loader	455.80	469.50
By-Products
Operator 1	513.90	529.30
Operator 2	538.70	554.90
Operator 3	556.30	573.00
Operator 4	589.60	607.30
Miscellaneous
Exhauster driver	498.00	512.90
Cooler attendant	455.80	469.50
Tar loader	455.80	469.50
Person cleaning out tar storage tanks	450.00	463.50
Belt person	488.00	502.60
Belt person who prepares and vulcanises ends of belts to make them endless	498.00	512.90
Employee assisting belt person and others	450.00	463.50
Employee assisting belt person and others - after two years experience	459.50	473.30
Belt person or belt person's assistant required to operate lifting jack shall be paid 10 cents per hour or part thereof
Valve person	465.00	479.00
By-Products Operator	488.00	502.60
By-Products Assistant	474.10	488.30
Forklift driver	478.50	492.90
Telpher crane driver	465.00	479.00
Person watching for fires	455.80	469.50
Greaser	450.00	463.50
Yard labourer	440.00	453.20
Road suction sweeper operator	520.50	536.10
Refractory sprayer	469.40	483.50
Refractory sprayer (dry)	511.30	526.60
Labourer when cleaning in tar precipitators	459.50	473.30
Labourer Loading Napthalene	450.00	463.50
Synthetic hand	498.00	512.90
Yard Machine Operator	484.60	499.10
BLAST FURNACE DEPARTMENT
Ore Bridge & Gantry & Stock House
Ore Bridge Driver	508.50	523.80
Hoist person	488.00	502.60
Gantry Labourer	443.60	456.90
Cast House
Founder	546.90	563.30
Helper	488.00	502.60
Cast House Labourer	459.50	473.30
Gas person - No 4 Blast Furnace	550.50	567.00
Inspector No 5 Blast Furnace	555.80	572.50
Cast House Repair person	546.90	563.30
Cast House Repair person - Level 1	473.40	487.60
Cast House Repair person - Level 2	488.00	502.60
Cast House Repair person - Level 3	513.90	529.30
Cast House Repair person - Level 4	563.40	580.30
Miscellaneous
Ladle Skuller	450.00	463.50
Person watching for Gas	450.00	463.50
Forklift Driver	484.60	499.10
Greaser	450.00	463.50
Labourer	440.00	453.20
Labourer cleaning No. 5 B.Fce Stockhouse, Baghouse, Precip. &G as Mains	455.80	469.50
Welder 1st Class (Scrap)	541.40	557.60
Change House Attendant/ Lavatory Attendant	440.00	453.20
SINTER PLANT DEPARTMENT
Ore Handling
Leading Hand Raw Materials Operator	535.10	551.20
Ore Bridge Driver	508.50	523.80
Stacker Reclaimer Operator	484.60	499.10
Raw Materials Handling Attendant	469.70	483.80
Raw Materials Yard Attendant	455.80	469.50
Chaser 1st Grade	508.50	523.80
Sinter Station
Sinter Station Attendant	474.10	488.30
Sinter Plant Operator - Level 1	498.00	512.90
Sinter Plant Operator - Level 2	517.50	533.00
Sinter Plant Operator - Level 3	596.00	613.90
Miscellaneous
Front End Loader Driver	490.90	505.60
Belt person	511.30	526.60
Belt person who prepares and vulcanises belts to make them endless	520.50	536.10
Belt person's Assistant	465.00	479.00
Belt person's Assistant - after two years experience	476.70	491.00
Belt person or Belt person's Assistant req'd to operate lifting jack shall be paid 10 cents per hour or part thereof
Deduster Attendant	447.70	461.10
Mechanical Sweeper Operator	455.80	469.50
Greaser	465.00	479.00
Forklift Driver	478.50	492.90
Store person	465.00	479.00
Bobcat Operator	484.60	499.10
Labourer	440.00	453.20
Labourer when cleaning the following areas:
(58 & 59) conveyor transfer points	455.80	469.50
(29 & 30) conveyor and areas under the feeder tables	455.80	469.50
246 & 248) conveyors and the floor level of the basement of 249 conveyor	455.80	469.50
74 conveyor basement	455.80	469.50
A.1 & A.2 & any areas below this level when limestone, flue dust & cold return fines are being elevated	455.80	469.50
256 &257 conveyor walkways & head chute platforms, when these conveyors are operating	455.80	469.50
The head of the sinter and blast furnace lump ore loading bins excluding the tails of F.7 &60 conveyors	455.80	469.50
POWER DEPARTMENT
No. 1 Power House
Control room operator	593.60	611.40
Crane driver	488.00	502.60
Crane driver - when installing and removing	490.90	505.60
Boiler cleaner	443.60	456.90
Operator 1	553.10	569.70
Operator 2	538.70	554.90
Operator 3	520.10	535.70
Operator 4	510.50	525.80
Operator 5	469.70	483.80
Operator 6	459.50	473.30
No. 2 Blower Station
Operator - 1	583.10	600.60
Operator - 2	565.80	582.80
Operator - 3	543.40	559.70
Operator - 4	520.50	536.10
Operator - 5	478.50	492.90
Operator - 6	469.70	483.80
Water treatment plant attendant	474.10	488.30
Crane driver	488.00	502.60
Crane driver - when installing and removing turbine rotors	490.90	505.60
Oil attendant	474.10	488.30
Outside Services
Services Operator 1	520.50	536.10
Services Operator 2	508.50	523.80
Services Operator 3	488.00	502.60
Services Operator 1 in Training	513.90	529.30
Miscellaneous
Forklift driver	478.50	492.90
Labourer	440.00	453.20
Leading Power House Attendant	579.90	597.30
TONNAGE OXYGEN PLANT
Oxygen Plant Operator	579.90	597.30
Auxiliary plant operator	543.40	559.70
Labourer	440.00	453.20
Crane driver	488.00	502.60
Crane driver - when installing and Removing turbine rotors	490.90	505.60
STEELMAKING
Miscellaneous
Front end loader driver	484.60	499.10
Fork lift driver	484.60	499.10
BOS Plant
Melting
Furnace attendant	560.60	577.40
Charging floor attendant	535.10	551.20
Hot metal person	508.50	523.80
Charging crane driver	528.50	544.40
Slag rake operator	484.60	499.10
Scrap person	484.60	499.10
Scrap crane driver	508.50	523.80
Slag crane driver	508.50	523.80
Front end loader driver (melting)	508.50	523.80
Front end loader driver (melting) when working under an operating furnace	520.50	536.10
Furnace labourer	459.50	473.30
Casting
Ladle operator	538.70	554.90
Casting labourer	474.10	488.30
Casting labourer (when assisting the vacuum degasser operator)	481.60	496.00
Pit labourer	459.50	473.30
Teeming crane driver	546.90	563.30
Casting pit attendant	488.00	502.60
Vacuum degasser operator	544.60	560.90
Ladle repair person	490.90	505.60
Leading ladle repair person	511.30	526.60
Stoppermaker	459.50	473.30
Alloy and Materials Co-Ordinator
Desulpherising Plant
Desulpherising attendant	528.50	544.40
Desulpherising plant labourer	474.10	488.30
Lime Kiln
Lime kiln operator	535.10	551.20
Dump station attendant	498.00	512.90
Raw materials attendant	481.60	496.00
Front end loader driver	492.80	507.60
Lime kiln plant labourer	459.50	473.30
Miscellaneous
First relief crane driver	539.00	555.20
Second relief crane driver	508.50	523.80
Pump & water treatment attendant	517.50	533.00
Greaser	450.00	463.50
Alloy attendant	465.00	479.00
Crane cleaner	450.00	463.50
Furnace demolisher operator	538.70	554.90
Front end loader driver	492.80	507.60
Forklift driver	478.50	492.90
Mechanical sweeper operator	443.60	456.90
Labourer	440.00	453.20
Labourer (when cleaning in the OG system)	465.00	479.00
Torpedo Ladle Operator	498.00	512.90
Change House Attendant/ Lavatory Attendant	440.00	453.20
Slab Caster Department
Caster operator	588.80	606.50
Senior assistant caster	547.90	564.30
Assistant caster	545.10	561.50
Machine scarfer operator	537.00	553.10
Scarfer cutter	521.40	537.00
Leading slab processing attendant	560.60	577.40
Slab processing attendant	537.00	553.10
Tundish repair person	539.80	556.00
Slab caster crane driver	532.90	548.90
Water treatment attendant	532.00	548.00
Maintenance attendant	488.00	502.60
Maintenance attendant in training	469.70	483.80
Forklift driver	478.50	492.90
Tundish refractory attendant	540.70	556.90
Slab sampling attendant	521.40	537.00
Pulpit Operator 1	537.00	553.10
Pulpit Operator 2	543.90	560.20
Pulpit Operator 3	566.30	583.30
Chaser 1st Grade	508.50	523.80
Slab Yard Operations
Slab yard crane driver	538.70	554.90
Deseamer (cold steel)	474.10	488.30
Deseamer - special class	520.50	536.10
Tally person	474.10	488.30
Forklift driver - Hyster 101	498.00	512.90
Slab inspector	498.00	512.90
Operator 1	552.20	568.80
Operator 2	519.00	534.60
Bloom yard crane driver	481.60	496.00
Finishing end crane driver	481.60	496.00
Fork lift driver	478.50	492.90
Crane chaser	450.00	463.50
Brush hand	474.10	488.30
Labourer	440.00	453.20
HOT STRIP MILL
Strip Mill
Mill Operator Grade 1	564.70	581.60
Mill Operator Grade 2	586.00	603.60
Mill Operator Grade 3	607.60	625.80
Mill Operator Grade 4	628.90	647.80
Mill Operator Grade 5	657.20	676.90
90 tonne crane driver	481.60	496.00
70 tonne crane driver	481.60	496.00
Coil tier (export)	443.60	456.90
Strip Mill Crane chaser	478.50	492.90
Learner operator	516.40	531.90
Operator 2	538.70	554.90
Hot Coil Processing and Despatch
1st Line assistant	465.00	479.00
2nd Line assistant	465.00	479.00
Stack checker	484.60	499.10
Operator 3	465.00	479.00
Operator 4	440.00	453.20
Crane driver	512.30	527.70
Operator 1A	593.00	610.80
Operator 3A	491.30	506.00
Miscellaneous
Greaser (including crane greaser)	450.00	463.50
15 tonne coil storage crane driver	481.60	496.00
Machine shop crane driver	488.00	502.60
Tally person	465.00	479.00
Crane chaser (other)	450.00	463.50
Live gear operator	443.60	456.90
Labourer	440.00	453.20
Chuck change operator	488.00	502.60
Hot strip mill shop crane chaser	455.80	469.50
Systems Attendant	511.30	526.60
Relief person	490.90	505.60
Forklift driver	478.50	492.90
Brush Hand	474.10	488.30
PLATE MILL DEPARTMENT
Plate Mill Operations
Operator 1	544.80	561.10
Operator 2	513.90	529.30
Operator 3	508.50	523.80
Operator 4	481.60	496.00
Operator 5	459.50	473.30
Operator 6	443.60	456.90
Crane driver 1	488.00	502.60
Crane driver 2	481.60	496.00
Forklift driver	484.60	499.10
Water treatment plant attendant	455.80	469.50
Relief person (continuous furnace)	447.70	461.10
Roller operator	586.00	603.60
Plate processing operator grade 5	628.90	647.80
Plate processing operator grade 3	574.30	591.50
Plate processing operator grade 2	538.70	554.90
Plate processing operator grade 1	513.90	529.30
Plate mill operator grade 5	628.90	647.80
Plate mill operator grade 4	605.00	623.20
Plate support operator	538.70	554.90
Plate services co-ordinator	513.90	529.30
Learner operator	488.00	502.60
Electrolytic Tinning Lines
Labourer	440.00	453.20
Assorting Room
Classifier operator	492.80	507.60
Warehouse
Warehouse despatcher	488.00	502.60
Narrow Cold Rolled Products
Operator 1	550.50	567.00
Operator 2	520.50	536.10
Operator 3	465.00	479.00
Miscellaneous
Tally person	465.00	479.00
Crane driver 1	481.60	496.00
Crane driver 2	498.00	512.90
Crane driver 2 (when using coil tongs)	508.50	523.80
Crane chaser	450.00	463.50
Lansing bagnall trolley operator	450.00	463.50
Service Attendant	488.00	502.60
Greaser	450.00	463.50
Mobile crane driver	498.00	512.90
Forklift driver	488.00	502.60
Mechanical sweeper operator	443.60	456.90
Battery charger	459.50	473.30
Labourer	440.00	453.20
Chuck change operator	488.00	502.60
Belt person	488.00	502.60
Belt person prepares and vulcanises belts	498.00	512.90
Employee assisting belt person	450.00	463.50
Employee assisting belt person after
2 years experience	459.50	473.30
Brush Hand	474.10	488.30
FOUNDRIES DEPARTMENT
a. Crane driver:
5 tonnes No. 2	488.00	502.60
6 tonnes No. 3	488.00	502.60
7.5 tonnes No. 278	488.00	502.60
15 tonnes No. 190	488.00	502.60
b. Crane driver:
25 tonnes No. 109	490.90	505.60
25 tonnes No. 315	490.90	505.60
30 tonnes No. 32	490.90	505.60
50 tonnes No. A1217	490.90	505.60
60 tonnes No. 65	490.90	505.60
60 tonnes No. 188	490.90	505.60
Provided that an allowance of $1.00 will also apply to drivers receiving the rate of pay for each shift during which hot metal is carried
c. Crane driver:
50 tonnes No. A1216	508.50	523.80
80 tonnes No. 108	508.50	523.80
100 tonnes No. A1194	508.50	523.80
160 tonnes No. A1101	508.50	523.80
Greaser	450.00	463.50
Ladle person (bottom pour)	481.60	496.00
Forklift driver	484.60	499.10
TRAFFIC DEPARTMENT
Locomotive Operations
Locomotive driver	560.10	576.90
Locomotive driver - learner	522.60	538.30
Shunter - learner	484.60	499.10
Shunter	522.60	538.30
Guard	529.90	545.80
Locomotive cleaner	443.60	456.90
Railway points person	490.90	505.60
Point greaser	452.20	465.80
Fuel person	450.00	463.50
Waggon Maintenance Shop
Greaser (including reporting defects)	450.00	463.50
Waggon painter	474.10	488.30
Crane operator	498.00	512.90
O'Briens Drift
OBD Operator	538.70	554.90
Coal Station Attendant	474.10	488.30
Railway Maintenance & Construction
Leading hand platelayer	520.50	536.10
Platelayer Grade 1	508.50	523.80
Platelayer Grade 2	481.60	496.00
Platelayer Grade 3	464.90	478.80
Backhoe operator	520.50	536.10
Ballast regulator operator	484.60	499.10
Tamping machine operator	513.90	529.30
Huckbolter	474.10	488.30
Thermit welder	513.90	529.30
Track examiner	538.70	554.90
PLANT SERVICES
Tractor driver	465.00	479.00
Grader driver	484.60	499.10
Excavator driver	484.60	499.10
Vac-all operator	591.00	608.70
Vac-all attendant	455.80	469.50
Prime mover driver (furnace demolisher)	508.50	523.80
Backhoe operator	484.60	499.10
Road roller operator	455.80	469.50
Magnesium handling attendant	488.00	502.60
Labourer engaged on road repairs	452.00	465.60
Water spray operator	538.70	554.90
Labourer cleaning drains	455.80	469.50
"Scarab" Mechanical Sweeper Operator	455.80	469.50
Fork lift Driver	478.50	492.90
Person in Platelaying Gang	464.90	478.80
Mobile Equipment Assistant	500.90	515.90
MANUFACTURING SHOP - MACHINE
Machine Shop Attendant Grade 1	513.90	529.30
Machine Shop Attendant Grade 2	484.60	499.10
Machine Shop Attendant Grade 3	443.60	456.90
Labourer	318.60	328.20
MANUFACTURING SHOP - FABRICATING
Crane driver	481.60	496.00
Crane chaser	465.00	479.00
Forklift driver	484.60	499.10
Pendant crane operator	498.00	512.90
HEAT TREATMENT
Heat Treater	546.90	563.30
DIESEL LOCOMOTIVE REPAIR SHOP
Crane driver	481.60	496.00
Pendant crane operator	498.00	512.90
Chaser 1st Grade	508.50	523.80
SPARES OPERATIONS
Despatch store person	484.60	499.10
Store person	465.00	479.00
Labourer whose work includes painting	450.00	463.50
Other labourer	443.60	456.90
Spares area attendant - Grade 1	517.50	533.00
Spares area attendant - Grade 2	508.50	523.80
Steel storage attendant	492.80	507.60
Forklift Driver	478.50	492.90
ELECTRICAL SHOP
Crane driver	481.60	496.00
Mobile crane driver	488.00	502.60
Pendant crane operator	498.00	512.90
INSTRUMENT SHOP
Forklift Driver	478.50	492.90
LABORATORIES
Sampler	484.60	499.10
Chemical Laboratory Store person	474.10	488.30
Machine operator 1	490.40	505.10
Machine operator 2	469.70	483.80
Labourer	440.00	453.20
GENERAL STORE
Store person - Grade 1	490.90	505.60
Store person - Grade 2	478.50	492.90
Store person - Grade 3	474.10	488.30
Store person - Grade 4	465.00	479.00
Delivery hand	450.00	463.50
Labourer	440.00	453.20
Forklift driver	484.60	499.10
Brush Hand	474.10	488.30
Chaser 1st Grade	508.50	523.80
Chaser 2nd Grade	484.60	499.10
GARAGE:
Vehicle Service Attendant	465.00	479.00

 

 

 

ELECTRICAL TRADES
The following tradesperson classifications shall only apply to employees who are classified as such as at 18 May 1987 -
Electrical lines person	556.20	572.60
Electrical trades person (including tool allowance)	556.20	572.60
Electrical trades person - grade 1 (including tool allowance)	571.90	588.80
Electrical tradesperson - grade 2 (including tool allowance)	587.60	604.90
Electrical tradesperson - grade 3 (including tool allowance)	615.50	633.70
Electrical tradesperson - grade 4 (including tool allowance)	639.50	658.40
Maintenance Tradesperson (Electrical) (including tool allowance)	575.30	592.30
Tradesperson (Electrical) Base Level allowance
Assistant to Electrical Tradesperson	452.00	465.30
Instrument fitter (including tool allowance)	587.60	604.90
Instrument tradesperson - grade 1 (including tool allowance)	587.60	604.90
Instrument tradesperson - grade 2 (including tool allowance)	615.50	633.70
Instrument tradesperson - grade 3 (including tool allowance)	639.50	658.40
Electronics tradesperson - grade 2 (including tool allowance)	615.50	633.70
Electronics tradesperson - grade 3 (including tool allowance)	639.50	658.40
An additional amount per week of $24.50 shall be paid to an employee employed and working as an electrical tradesperson and possessing an Electrician's "A" Grade Licence and an amount per week of $13.20 for an Electrician's "B" Grade Licence issued under the Electricity Development Act,1945-1965
BUILDING TRADES
Lead burner (including tool allowance)	575.00	591.70
Plumber (including tool allowance)	554.60	570.70
Bricklayer (including tool allowance)	555.50	571.80
Bricklayer when engaged on refractory work (including tool allowance)	572.50	589.30
Plasterer	531.20	547.10
Carpenter (including tool allowance)	555.70	571.80
Sailmaker	490.90	505.60
Signwriter	542.10	558.40
Painter (tradesperson) (including tool allowance)	538.30	554.30
Brush hand required to hold scaffolders certificate	478.50	492.90
Brush hand (other than labourer next provided for)	474.10	488.30
Labourer touching up brickwork and floors and foundations of engines and machinery and standards near the ground	440.00	453.20
Chaser 1st Grade	508.50	523.80
Chaser 2nd Grade	484.60	499.10
Labourer Assisting Building Trades Tradesperson	450.00	463.50
GARAGE
Mini buses	541.60	557.90
GENERAL CONSTRUCTION AND MAINTENANCE
Powder monkey	465.00	479.00
Powder monkey's assistant	450.00	463.50
Chain person (wet or dry)	455.80	469.50
Pile driver operator	488.00	502.60
Machine person	455.80	469.50
Tool sharpener	455.80	469.50
Tool machine operator	474.10	488.30
Person using hammer and gad or drill	450.00	463.50
Pipe layer	481.60	496.00
Concrete Worker, ie:
Mixer driver	455.80	469.50
Finisher	455.80	469.50
Cement person at mixer	455.80	469.50
Rod bender - 1st hand	455.80	469.50
Reinforcement hand	450.00	463.50
Concrete hand (including compo and/or cement mixer, helper at mixer, shoveller, barrow person, leveller at chute, packer and labourer loading, unloading and/or stacking cement)	450.00	463.50
Labourer on construction (not otherwise provided for)	443.60	456.90
MISCELLANEOUS
Rope inspector	532.10	548.10
Bloom mill motor room crane driver	481.60	496.00
Plate & Strip mill motor room crane driver	481.60	496.00
Driver of Hodkinson stiff leg crane whilst operating at heights on blast furnace repairs	490.90	505.60
Leading Brown hoist attendant (Rigger thereafter)	514.80	530.20
Rigger's labourer	440.00	453.20
Bricklayer's labourer engaged on stacking in a compound area or working at brick storage areas	450.00	463.50
Bricklayer's labourer - Coke Ovens Department	508.50	523.80
Bricklayer's labourer (other)	488.00	502.60
Labourer assisting building trades
tradesperson (other)	450.00	463.50
Brick tarrer	443.60	456.90
Industrial truck driver	452.00	465.60
Industrial truck driver - mobile broom	455.80	469.50
Howard motor mower driver	443.60	456.90
Mechanical sweeper operator	443.60	456.90
Compressor and/or pump attendant	455.80	469.50
Yard labourer loading, unloading, carrying and stacking cement	450.00	463.50
Yard labourer (excluding labourer on construction)	440.00	453.20
Garbage loader	450.00	463.50
Steam cleaner operator	443.60	456.90
Learner Inspector	450.00	463.50
Locomotive crane driver	524.70	540.40
Stiff leg crane driver	481.60	496.00
Pile welding inspector	498.00	512.90
General despatch hand	474.10	488.30
Gear chaser:
First grade	508.50	523.80
Second grade	484.60	499.10
ENGINEERING
Fitter	541.40	557.60
Fitter - turbine blade	546.90	563.30
Machinist - 1st class	541.40	557.60
Marker off (ie a fitter the greater part of whose time in any one weekly pay period is occupied marking off)	549.30	565.80
Pattermaker	563.30	580.20
Scientific instrument maker	563.30	580.20
Toolmaker	563.30	580.20
Turner	541.40	557.60
Inspector	567.50	584.50
Angle-iron smith	546.90	563.30
Smith - other	544.70	561.00
Toolsmith	546.90	563.30
Boilermaker and/ or structural steel tradesperson	541.40	557.60
Marker-off (ie a tradesperson the greater part of whose time in any one weekly pay period is occupied in marking off and/or template making)	549.30	565.80
Welder - special class (as defined)	549.30	565.80
Welder - 1st class (as defined)	541.40	557.60
Heat Treater	546.90	563.30
NC Programmer	567.50	584.50
CNC Grinder Operator	574.90	592.10
CNC Programmer/Operator	567.50	584.50
Maintenance Tradesperson (Mechanical/Fabrication)	560.90	577.70
FOUNDRY
Dresser and grinder (when using
portable machine)	452.00	465.60
Dresser - shot blast and sand blast who
does not operate from outside a properly
enclosed cabin	462.30	476.20
Dresser and grinder whose duties include the use of arc air and/or burning equipment	466.20	480.20
Dresser and grinder - other	450.00	463.50
Furnace person - other	459.50	473.30
Furnace person (High Frequency)	471.40	485.50
Assistant furnace person	447.70	461.10
Plate and Machine Moulder and/or coremaker 1st twelve months' experience	447.70	461.10
Next six months' experience	452.00	465.60
Thereafter	466.20	480.20
(experience for the purpose of calculating rates payable to plate and machine moulders and/or coremakers shall include all experience as a moulder or coremaker jobbing or machine)
Assistant to moulder trades person	447.70	461.10
Assistant to moulder trades person (mainly engaged in attending cranes)	455.80	469.50
Sand reclamation plant person	466.20	480.20
Sand mixing machine operator	453.50	467.10
Jobbing moulder and/or coremaker	541.40	557.60

 

 

M. J. WALTON  J, Vice-President.

 

____________________

 

Printed by the authority of the Industrial Registrar.