LUNA PARK SERVICES PTY LTD ENTERPRISE AWARD 2003
INDUSTRIAL RELATIONS
COMMISSION OF NEW SOUTH WALES
Application by The
Australian Workers' Union, New South Wales, an organisation of employees.
(No. IRC 7322 of 2003)
Before Commissioner
Bishop
|
5 February 2004
|
AWARD
1. Arrangement
Clause No. Subject Matter
1. Arrangement
2. Parties
3. Application
4. Intention
5. Term
6. Definitions
7. Classification
& Rates of Pay
8. Terms of
Engagement
9. Casual
Employment
10. Part-time
Employment
11. Fixed Term
Employment
12. Mixed
Engagements
13. Hours of
Work
14. Overtime
15. Public
Holidays
16. Higher
Duties
17. Meal
Breaks
18. Sick Leave
19. Personal/Carer’s
Leave
20. Jury
Service
21. Annual
Leave
22. First Aid
23. Injury
& Incident Reporting
24. Uniforms
& Protective Clothing
25. Alcohol
& Drugs
26. Breakages
& Till Shortages
27. Superannuation
28. Payment of
Wages & Related Records
29. Anti-Discrimination
30. Suspension
& Investigation of Serious Misconduct
31. Grievance &
Dispute Settlement Procedure
32. Right of
Entry of Union Representatives, Duties & Rights of Union Delegates,
Deduction of Union Dues
33. Training
34. General
Conditions
35. Adjustment
of Rates
36. Bonus
Payments - Weekly Employees
PART B
MONETARY HOURLY RATES
Table One - Monetary Rates
Table Two - Junior Rates
2. Parties
The parties to this award are Luna Park Services Pty Ltd:
ACN: 107 258 524 and the Australian Workers Union, New South Wales.
3. Application
(a) This award
shall apply to employees in the classifications and exercising the skills
identified in Clause 7, ‘Classification & Rates of Pay’, employed in or
around Luna Park by Luna Park Services Pty Ltd: ACN: 107 258 524 (the Company).
(b) Except in
regard to the following provisions:
Annual Leave
Sick Leave
Jury Service
Superannuation
Personal Carer’s Leave
Grievance and Dispute Settlement Procedure
Anti-Discrimination,
The conditions and terms of this award shall not apply to
an employee of Luna Park Services Pty Ltd in receipt of an annualised salary
package in excess of $35,000 per annum.
(c) Nothing in
this provision is to be taken to affect any right to make other salary
arrangements.
4. Intention
This award demonstrates that the parties recognise the need
for harmonious Employee and Industrial Relations for Luna Park Services Pty Ltd
to realise its corporate goals.
The parties will work together to ensure that the people of
Sydney, and the users of the facilities, generally, in and about Luna Park
Sydney, will enjoy high levels of customer service, the maintenance of the
Park’s operations as a unique attraction, as well as a world class venue for
corporate functions, leisure, entertainment and recreation.
5. Term
This award shall operate from March 1st 2004, and shall
remain in force for a period of three (3) years thereafter.
This award
rescinds and replaces the Luna Park Enterprise Award 1999 published 3 November
2000 (319 I.G. 1176).
6. Definitions
Acting up means the circumstances when the provisions of
Clause 16 (Higher Duties) operate.
Authorised Representative of the Union shall be workforce
delegates, officers or employees of the Union, identified in writing by the
Union.
Company’s nominated Representative/Nominated Officer shall
be the individual or class of individuals identified in writing by the General
Manager of the Company, for the operation of the relevant sections of this
award, to a party or individual who has a need arising from the operation of
this award.
Ordinary Rate for weekly employees means the appropriate
weekly loaded rates appearing in Tables One and Two of Part B Monetary Hourly
Rates. These rates contain components to
compensate for work on weekends, public holidays, evenings and early morning
shifts.
Park means Luna Park either in whole or in relation to some
of the activities associated with its operation, whether they be on-site or
not.
The Company on all occasions means Luna Park Services Pty
Ltd: ACN: 107 258 524.
7. Classifications
and Rates of Pay
(a) Classification
Definitions:
Employees engaged under this classification structure
will be classified by the Company into one of the following levels, according
to their skills, experience, responsibilities and aptitude.
Luna Park Employee Level One
This is a training level.
A Level One Employee has no qualifications or relevant
previous experience. They perform
duties of a routine nature, requiring the use of minimal judgement and work
under close supervision.
They shall display an ability to communicate with the
public in a courteous and tactful manner.
They shall have sound numeracy and literacy skills, and may be required
to exercise basic key-board skills.
Aside from learning operational practises and
procedures, their typical duties may include, light cleaning, assisting with
some or all of the following, games, rides, ushering, retail transactions, and
including general labouring and break-relief for other team members.
Progression to a Level Two role will depend on an
employee having filled this Level for six months, and, upon successful
application and availability of a position.
Luna Park Employee Level Two
A level Two Employee must have completed six months
work at Level One, and have demonstrated a clear understanding of and the
ability to work within the Park’s policies and procedures, relevant to their
operation at this Level in a safe, efficient and effective manner.
They shall be responsible for the quality of their own
work, subject to routine supervision, working individually or in a team
environment. They shall have
demonstrated the ability to exercise discretion within their level of skills
and training, working from detailed instructions and or procedures.
A Level Two Employee shall be able to operate across
more than one role or functional grouping of roles.
A Level Two employee may be called upon to assist with
the training of Level One Employees.
Indicative tasks of a Level Two Employee are: guest
relations, ticket selling, ticket taking, ushering, ride attending, games
attending, retail assisting, food preparation assistance, first-aid assisting,
receptionist/ telephonist, break relief person, stores controlling, cleaning
duties, assisting with maintenance duties.
Luna Park Employee Level Three
Progression or appointment to this Level shall be upon
successful application, and the availability of a position.
A Level Three Employee works from complex instructions
and procedures, assists with on the job training of staff, and may be required
to co-ordinate work in a small team environment, whilst they work under general
supervision.
Indicative tasks at this level include: functions
co-ordination, food and beverage servicing, area supervision and crowd control,
cash control and first- aid supervision.
Luna Park Employee Level Four
A Level Four Employee is someone with a specialist set
of skills or knowledge, including trade or technical qualifications required in
the usual operations of the Park and associated facilities, including
electrical, electronic, mechanical and structural maintenance, and who may work
as part of a team or alone.
Luna Park Employee Level Five
A Level Five Employee, as Duty Manager, or other middle
management position designated by the Company, shall be responsible for the
performance of staff rostered to work under them. They shall ensure that their
team work to the required levels of costumer service and in accordance with the
established policies of the Company.
As a middle manager, shall be responsible for
undertaking performance reviews of team members and making recommendations to
Senior Management on staff development and disciplinary matters.
They shall exercise a degree of discretion within
well-defined directions and responsibilities, and report regularly and directly
to Senior Staff Management.
An employee at this Level shall be appointed in
writing, except in the case of a weekly employee acting up to this level on a temporary
basis, in which case they shall be paid in accordance with Table One of Part B,
with their hourly rate of pay being commensurate with their training, skills
and relevant experience. In all other aspects they shall be paid in accordance
with the provisions of this award.
(b) Junior Rates:
Junior Employees shall be employed, subject to the
following terms and limitations:
(i) Employees
less than 19 years of age shall not be required to perform functions or duties
required of an employee properly classified as a Level Two Employee or above.
(ii) Only
employees aged 20 years and older shall be eligible for reclassification as
Core Casuals, as provided in Clause 9 (b), Casual Employment. Employment prior to an employee’s twentieth
birthday shall not count towards the performance criteria relating to Core
Casuals.
(iii) Employees who
are less than 20 years of age shall receive the following percentages of the
appropriate.
Hourly Monetary Rate for the relevant classification:
At 16 years and under
|
55%
|
At 17 years
|
65%
|
At 18 years
|
75%
|
At 19 years
|
85%
|
At 20 years
|
100%
|
Key Performance Indicators
(a) The Company is
highly committed to the philosophy that it values and recognises the contribution
employees make to its overall performance, operations and success. The Company’s Management, believe that
feedback, encouragement and recognition with regard to on the job performance
are critical in improving communications, management/employee relations and
maintaining a high level of commitment and morale in the workforce.
(b) Key
Performance Indicators have been developed covering employees engaged under the
provisions of this award. A copy of the
Key Performance Indictors will be given, upon employment, or promotion to a new
position, to each employee.
(c) An employee’s
performance will be regularly reviewed against these indicators and they will
be advised of the outcome of such reviews.
8. Terms of
Engagement
(a) An employee
may be engaged under the terms of this Award as:
(i) a full-time
weekly employee;
(ii) a part-time
weekly employee;
(iii) a casual
employee;
(iv) a fixed term
weekly employee.
(b) The employment
of weekly employees (excluding casuals) may be terminated by one week’s notice on either, side which may be
given at any time, or by the payment by the Company or forfeiture by the
employee of a week’s pay in lieu of notice.
This shall not affect the right of the Company to dismiss an employee
without notice in the case of an employee guilty of malingering, inefficiency,
neglect of duty or misconduct.
(c) Trial Period -
Notwithstanding anything elsewhere contained in this award, the first 3 months
of employment will be on a trial basis and may be terminated by 2 day’s notice
by either side. Provided that if the
requisite notice is not given during this period the payment or forfeiture of 2
day’s wages, depending upon when termination is effected, will be applied.
(d) Notwithstanding
anything contained in this award, the Company may deduct payment of wages for
any day on which an employee cannot be usefully employed because of:
(i) any strike;
(ii) any breakdown
of machinery; or
(iii) any stoppage
of work unavoidable by the Company.
9. Casual Employment
(a) General
Provisions
(i) Casual
employees are persons engaged and paid as such.
(ii) A casual
employee will be paid the appropriate rate of pay for their skill level or
classification or category, provided in Part B, Monetary Hourly Rates, Table
One or Two, as is appropriate. These hourly rates include loadings and
statutory obligations under the Annual Holidays Act 1944, or successor
legislation, and components to compensate for work on evenings, early morning
shifts, weekends and public holidays.
(iii) If wet
weather threatens and the Company makes a decision not to open the Park the
following provisions shall apply to casual employees:
(1) If the decision
is made not later than two hours before the employee’s rostered starting time,
the Company shall make a facility available for the employee to enquire by
telephone in order to ascertain whether it is necessary to report for work. Should an employee report for work on an
occasion when such a decision has been made, they shall be reimbursed the
amount of fares, if any, they would have paid if they had travelled by public
transport to reach the Park and return to their place of residence.
(2) If that
decision is made later than two hours before the scheduled rostered starting
time, an employee reporting for work shall be paid for half of their minimum
engagement.
(3) If the Park is
closed during a casual employee’s shift, they will be paid for a minimum of
four hours.
(b) Core Casuals
(i) The status of
"core employee" applies only to casual employees who have been
confirmed as such in writing.
(ii) The Company
recognises that performance and attitude of the workforce are paramount to the
ongoing success of Luna Park Sydney.
Therefore consistent with the stated objectives of the parties in Clause
4 of this award to reward employees who are motivated and display an above
average willingness to be flexible in regard to work arrangements, these employees
will as far as practicable, have opportunity for promotion and or appointment
to weekly employment, and higher hourly rates as Core Casuals under the
provisions of this award.
(iii) To be
classified as a ‘core casual’ an employee will have one hundred percent
rostered attendance for 400 hours or more; met all key performance criteria for
their job, that shall include, but not be limited to consistently displaying
the following characteristics:
Compliance at all times with all Company policies and
Occupational Health and Safety regulations.
Presentation and image.
Willingness to work at lower levels when specifically
requested by their Supervisor to do so.
Being reliable and consistent.
Displaying loyalty toward Luna Park and their
customers.
Willingness to learn and upgrade skills.
Demonstrated a full understanding of Company policies
and procedures relevant to them.
Preparedness to be flexible in relation to extended
shift duties.
Consistently achieves above average performance relevant
to their job description.
Is a trustworthy team player.
Willingly assists with the training and development of
other employees.
Preparedness to work unsociable hours.
Being punctual.
(iv) Where an
employee fails to meet the above criteria on three separate occasions over a
six months period without legitimate or substantiated cause, the status of
‘core casual’ will be taken from the employee, immediately that they are
advised in writing as to the reasons for the revocation of status.
(v) An employee
shall not regain the status of ‘core casual’ until their performance is
reviewed and they have reached the required level of performance, provided that
such review is not carried out less than three months after the revocation.
10. Part-Time Employment
(a) A part-time
employee is one engaged, in writing, to work not less than sixty four ordinary
hours, over a period of twenty eight days, and who is not engaged and paid as a
casual.
(b) A part-time
employee shall receive the same benefits as those applying to weekly full-time
employees under this award but on a pro rata basis.
(c) A part-time
employee can be required to work more than one shift in one day, provided that
each work period is not less than four consecutive hours.
11. Fixed Term Employment
Where circumstances require a role to be filled on a
short-term basis, weekly employees maybe engaged by the Company to meet the
identified needs.
(a) Employees
engaged on a fixed-term basis shall be engaged in writing, with their classification,
rate of pay and duration of engagement conveyed in a letter of appointment.
(b) A fixed-term
employee engaged for longer than four consecutive weeks shall be paid a pro-
rata benefit in relation to Annual Leave at the point of termination.
(c) In all other
aspects a fixed-term employee shall receive pro rata the entitlements due to a
weekly employee under this award.
12. Mixed Engagements
Nothing in this award shall be construed to prevent an
employee engaged under a weekly contract of employment from being engaged as a
casual employee. In all respects the engagements shall be treated separately.
13. Hours of Work
(a) The ordinary
hours of work shall not be more than an average of thirty eight per week over
any twenty eight day period to be worked in shifts of not less than four
consecutive hours nor not more than:
(i) Ten hours for
weekly employees
(ii) Ten hours for
casual employees, with each shift standing alone
(b) All employees
shall be notified by the Company of their working shifts by means of a roster
placed in the staff room for each employee’s perusal. At least seven days
notice shall be given to the employee should any alteration of the working
hours be intended, except in the case of emergency, or unforeseen circumstances,
such as inclement weather, or where the employee(s) agrees to the alteration.
(c) Except as
otherwise provided, each weekly employee shall have two days off each week if
it is reasonably possible to arrange accordingly.
(d) Full-time and
part-time employees will be given ten clear hours off between finishing
ordinary hours on one shift and starting ordinary hours of work on the next
shift or be paid overtime for all time worked until the employee has had twelve
clear hours off.
14. Overtime
(a) All work
performed in excess of the hours prescribed in subclause (a) of Clause 13,
Hours Of Work, shall be paid overtime
(b) Overtime shall
be paid at the rate of:
(i) For, all
weekly engaged employees, time and a half for the first two hours and double
time thereafter on a daily basis, calculated on their ordinary rate of pay.
(ii) For, all
casual employees, at the rate of time and a half for the first two hours and
thence double time thereafter, calculated on a daily basis and to the nearest
quarter of an hour, and based on their casual hourly rate
(c) An employee
may be required to work a reasonable amount of overtime by the Company and such
employee shall work overtime in accordance with such requirement
(d) When overtime
work is necessary it shall, wherever reasonably practicable, be arranged that
employees have at least ten consecutive hours off duty between work on
successive days. An employee (other
than a casual employee) who works so much overtime between the termination of
work on one day and the commencement of ordinary work hours on the next day,
and that employee has not had at least ten consecutive hours off duty between
those times, shall be released after the completion of such overtime until ten
consecutive hours off duty has been allowed without loss of pay for ordinary
working time occurring during such absence.
When such a break is not granted by the Company, the
employee shall be paid double time for all time worked until the appropriate
break is granted.
(e) The Company
and the employee may agree to compensate for the working of overtime by
allowing an equivalent amount of time off without penalty for actual time
worked. The taking of such time shall
be at a time requested by the employee and acceptable to the Company. Such
arrangements shall be indicated in the time and wages records.
15. Public Holidays
(a) New Year’s
Day, Australia Day, Labour Day, Good Friday, Easter Saturday, Easter Monday,
Anzac Day, Birthday of the Sovereign, Christmas Day, Boxing Day and any other
day gazetted as public holidays shall be public holidays for the purposes of
this clause. The Company acknowledges
and agrees that where a weekly employee works, they may substitute the
abovementioned holidays for another day off, by agreement between the Company
and the employee, to be taken within one month of the said holiday or adjacent
to a period of annual leave.
(b) Where a weekly
employee is absent from employment on the working day (or part thereof) before,
or the working day (or part thereof) after a public holiday (or group of public
holidays) without reasonable cause, onus of proof of which will lie with the
employee, the employee shall not be entitled to payment for the holiday(s)
succeeding or preceding the absence.
(c) Weekly
employees, for all work performed on a public holiday shall be paid double the
ordinary hourly rate, with a minimum payment as for four hours.
(d) All employees
rostered to work on Christmas Day, or for a shift commencing on 31st December
and finishing in the a.m. on 1st January, shall receive an attendance bonus of
$75.00, paid subject to the following provisos:
(i) The bonus
shall be in addition to all other payments arising from the application of the
provisions of this award.
(ii) Shall not be used
for the calculation of any other entitlements arising from this award.
(iii) Shall not be
adjusted during the currency of this award, nor used by any party as a
precedent in regard to any other day or days gazetted as Public Holidays.
16. Higher Duties
An employee, other than a Level One operative, transferred
to work in a classification that provides a rate of pay higher than the
employee’s own ordinary rate shall be paid at such higher rate during the
period of transfer, such payment to continue for a minimum period of one hour.
17. Meal Breaks
(a) Meal breaks
shall be not less than thirty minutes and not more than one hour.
(b) Such breaks
are to be commenced not earlier than four hours after commencing work.
(c) If an employee
is required to work during the time when a meal break should have been allowed
pursuant to this clause they shall be paid for such time at the appropriate
overtime rate and the meal break shall be postponed to another mutually
convenient time.
(d) No part of the
time taken as a meal interval shall be counted as part of the ordinary hours of
work.
(e) Where
practicable a paid tea break may be allowed and taken at least once in every
work period of greater than six hours duration. Provided that the taking of such break(s) shall be subject to the
workload of the Park.
(f) Where an
employee, including a casual employee, is required to work a shift, of a
duration greater than ten hours, they shall be granted, in addition to other
breaks arising from the application of this clause, a paid break of thirty
minutes, to be taken between eight and a half, and ten and a half hours after
the commencement of that particular shift.
(g) Where the
employee elects to work through the period when the break referred to in
subclause (f) above, should be taken if requested by the employee’s immediate
supervisor, they shall be paid the appropriate overtime rate for such time.
18. Sick Leave
A weekly employee with not less than three months’
continuous service with the Company who, by reason of personal ill-health’ is
unable to attend for duty shall be entitled to ordinary rates of pay for the
actual time of such non-attendance, subject to the following conditions and
limitations.
(a) The employee shall
not be entitled to paid leave of absence for a period in respect of which the
employee is entitled to compensation under the Workplace Injury Management
and Workers’ Compensation Act 1998.
(b) The employee
wherever possible shall, prior to the commencement of such absence, inform the
Company’s authorised representative of the employee’s inability to attend for
duty and, as far as practicable, stating the nature of the injury or illness
and the estimated duration of absence.
(c) The employee
shall provide, after three consecutive days absence, to the satisfaction of the
Company, a medical certificate or such other evidence as may be acceptable to
the Company, that he/she was unable, on account of illness or injury, to attend
for duty on the day or days for which sick leave is claimed.
(d) An employee
shall be entitled to the paid sick leave according to the following scale:
(i) During the
first year of service - 38 hours.
(ii) During the
second and subsequent years of service
- 60.8 hours.
Provided that the sick leave entitlement under this
clause may be accumulated, subject to continuous employment, for a maximum of
220.4 hours in addition to the current year’s entitlement.
19. Personal/Carer’s
Leave
(a) Use of Sick
Leave -
(i) An employee,
other than a casual employee, with responsibilities in relation to a class of
person set out in subparagraph (2) of paragraph (iii), who needs the employee’s
care and support, shall be entitled to use, in accordance with this subclause,
any current or accrued sick leave entitlement, provided for in Clause 18, Sick
Leave, for absences to provide care and support, for such persons when they are
ill. Such leave may be taken for part of a single day.
(ii) The employee
shall, if required, establish 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.
(iii) The
entitlement to use Sick Leave in accordance with this subclause is subject to:
(1) the employee
being responsible for the care and support of the person concerned; and
(2) the person
concerned being:
(A) a spouse of the
employee; or
(B) a de facto
spouse, who, in relation to a person, is a person of the opposite sex to the
first mentioned person who lives with the first mentioned person as the husband
or wife of that person on a bona fide domestic basis although not legally
married to that person; or
(C) a child or an
adult child (including an adopted child, a step child, a foster child or an ex
nuptial), parent (including foster parent and legal guardian), grandparent,
grandchild or sibling of the employee or spouse or de facto spouse of the
employee; or
(D) a same sex
partner who lives with the employee as the de facto partner of that employee on
a bona fide domestic basis; or
(E) a relative of
the employee who is a member of the same household, where for the purposes of
this paragraph;
‘relative’ means a person related by blood, marriage or
affinity:
‘affinity’ means a relationship that one spouse because
of marriage has to blood relatives of the other and
‘household’ means a family group living in the same
domestic dwelling.
(iv) An employee
shall, wherever practicable, give the Company notice prior to the absence of
the intention to take leave, the name of the person requiring care and their
relationship to the employee, the reason for taking such leave and the
estimated length of absence.
If it is not practicable for the employee to give prior
notice of absence, the employee shall notify the Company by telephone of such
absence at the first opportunity on the day of absence.
(b) Unpaid leave
for family purpose -
(i) An employee
may elect, with the consent of the Company, to take unpaid leave for the
purpose of providing care and support to a class of person set out in
sub-paragraph (2) of paragraph (iii) of sub-clause (a) who is ill.
(c) Annual Leave -
(i) An employee
may elect, with the consent of the Company, subject to the Annual Holidays
Act 1944, to take annual leave not exceeding five days in single day
periods or part thereof, in any calendar year at a time or times agreed by the
parties.
(d) Time off in
lieu of payment for Overtime -
(i) 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 Company within twelve months of
the said election.
(ii) Overtime
taken as time off during ordinary time hours shall be taken at the ordinary
time rate, that is an hour for each hour worked.
(iii) If having elected
to take time as leave in accordance with paragraph (i) of this subclause, leave
is not taken for whatever reason payment for time accrued at overtime rates
shall be made at the expiry of the twelve month period or on termination.
(iv) Where no election
is made in accordance with the said paragraph (i), the employee shall be paid
overtime rates in accordance with the award.
(e) Make-up Time -
(i) 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.
(ii) 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).
(f)
(i) An employee,
other that a casual employee, shall be entitled to up to two days compassionate
leave without deduction of pay, on each occasion of the death of a person
within Australia as prescribed in paragraph (iii) of this subclause. Where the death of a person as prescribed by
the said paragraph (iii) occurs outside Australia, the employee shall be
entitled to three days compassionate leave where the employee travels outside
Australia to attend the funeral.
Provided that an unpaid leave of absence authorised by the Company,
taken in conjunction with such leave, shall not affect the employee’s
continuity of service.
(ii) 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 Company proof
of death.
(iii) Compassionate
leave shall 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 (2) of paragraph (iii) of subclause (a) of this clause, provided
that, for the purposes of compassionate leave, the employee need not have been
responsible for the care of the person concerned.
(iv) An employee
shall not be entitled to compassionate leave under this clause during any
period in respect of which the employee has been granted other leave.
(v) Compassionate
leave may be taken in conjunction with other leave available under subclauses
(b), (c), (d) and (e) of this clause.
In determining such a request, the Company will give consideration to
the circumstances of the employee and the reasonable operational requirements
of the business.
20. Jury Service
(a) A weekly employee
required to attend for jury service during his/her ordinary working hours shall
be reimbursed by the Company an amount equal to the difference between the
amount paid in respect of their attendance for such jury service and the amount
of wages they would have received in respect of the ordinary rate they would
have worked had they not been on jury service.
(b) An employee
shall notify the employer as soon as possible of the date upon which he/she is
required to attend for jury service.
Also, the employee shall give the Company proof of their attendance, the
duration of such attendance and the amount received in respect of such jury
service.
21. Annual Leave
See Annual Holidays Act 1944. Reference should also be made to subclause
(a)(ii) of Clause 9 Casual Employment.
22. First Aid
(a) A full time
employee appointed by the Company as a First Aid Supervisor to perform, in
addition to their regular functions, first-aid duties and holding a first-aid
certificate shall be paid an additional amount of $25.00 per week or a pro-rata
amount per engagement for part-time and casual employees.
(b) Such an
appointed employee shall be responsible for rendering first-aid to the best of
their abilities and shall be responsible for ensuring that all first-aid kits
distributed around the Park, to provide for the needs of the Company’s
Workforce, are stocked at all times in accordance with regulations made under
Occupational Health and Safety Legislation covering the Park’s operation.
(c) An appropriate
number of qualified employees shall be appointed as first -aid assistants, to
provide first-aid services in the absence of the First-Aid Supervisor.
In addition to their ordinary rates they shall be paid
an additional $3.00 per shift when they are rostered to be available to attend
first-aid requirements.
(d) The Company
undertakes that the name and location of First-Aid providers will be posted for
each roster period.
23. Injury and
Incident Reporting
(a) All injuries
or illnesses no matter how minor hall be
immediately reported to a Supervisor.
The Supervisor and or First Aid Attendant, (being
either a First Aid Assistant or the First Aid Supervisor) after providing
appropriate treatment, shall ensure that the injury or illness is recorded on a
Company Injury /Incident Form as soon as is practicable after an injury has
been sustained.
(b) An injured or
ill employee must advise management before they leave the Park.
(c) Employees involved
in, or aware of, an incident that has taken place in the Park (such as injury
to any person, or damage to property or equipment) must take all reasonably
practicable steps to report it to their Supervisor and/ or Manager immediately.
24. Uniforms and
Protective Clothing
(a) The Company
shall provide, where applicable, a Park Uniform excluding footwear. Park Uniforms shall remain the property of
the Company and shall be returned on the termination of an employee’s
employment. The Company shall clean and
maintain all items of clothing issued to staff.
(b) The Company
shall issue to employees, on an as required basis, all protective clothing
requirements, including adequate wet weather gear.
25. Alcohol and Drugs
No employee shall be allowed to enter the Park or work if
the person is under the influence of alcohol or any other substance that
impairs the person’s work performance or creates an unsafe working
environment. Failure to comply with
this condition of employment will lead to disciplinary proceedings being
commenced under the provisions of this award.
26. Breakages and
Till Shortages
(a) The Company
shall not charge any sum against, nor deduct any sum from the wage of any
employee in respect of breakages of plant and equipment (including glasses,
crockery or utensils) except in the case of proven wilful misconduct.
(b) The Company
shall not deduct money from any employee’s pay for till shortages except in the
case of proven fraudulent misconduct by the employee.
27. Superannuation
(a) The subject of
superannuation is dealt with extensively by federal legislation including the Superannuation
Guarantee Charge Act 1993, the Superannuation Industry (Supervision) Act
1993, the Superannuation (Resolution of Complaints) Act 1993 and Section
124 of the Industrial Relations Act 1996 (N.S.W). This legislation, as
varied from time to time, governs the superannuation rights and obligations of
the parties.
(b) Occupational
Superannuation entitlements falling due to employees of Luna Park Services Pty
Ltd, subject to the requirements of the appropriate legislation, engaged under
the provisions of this award shall be paid into a fund nominated by the
Company.
(c) All employees
engaged under this award shall be appraised of the administrative arrangements
relating to Occupational Superannuation prior to the commencement of their
employment.
28. Payment of Wages
and Related Records
(a) All wages due
to an employee will be paid by close of business on the designated pay day each
fortnight, into an account designated by the employee, by the means of
electronic funds transfer.
(b) The
particulars of wages to be supplied to employees shall coincide with the
requirements of Section 123 of the N.S.W Industrial Relations Act 1996.
(c) Time and pay
sheets will be kept in a fashion that meets the requirements of Section 129 of
the N.S.W Industrial Relations Act 1996.
29.
Anti-Discrimination
(a) It is the
intention of the parties bound by this award to seek to achieve the object of
Section 3(f) of the Industrial Relations Act 1996 to prevent and
eliminate discrimination in the workplace. This includes discrimination on the
grounds of race, sex, marital status, disability, homosexuality, transgender
identity, age and responsibilities as a carer.
(b) It follows
that in fulfilling their obligations under the dispute resolution procedure
prescribed by this award the parties have obligations to take all reasonable
steps to ensure that the operation of the provisions of this award are not directly
or indirectly discriminatory in their affects. 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 affect.
(c) Under the Anti-Discrimination
Act 1977, it is unlawful to victimise an employee because the employee has
made or may make or has been involved in a complaint of unlawful discrimination
or harassment.
(d) Nothing in
this clause shall be taken to affect:
(i) any conduct
or act which is specifically exempted from anti-discrimination legislation;
(ii) offering or
providing junior rates of pay to persons under 21 years of age;
(iii) any act or
practice of a body established to propagate religion which is exempted under
section 56(d) of the Anti-Discrimination Act 1977;
(iv) a party to
this award from pursuing unlawful discrimination in any State or Federal
Jurisdiction.
(e) This clause
does not create legal rights or obligations in addition to those imposed upon
the parties by the legislation referred to in this clause.
30. Suspension and
Investigation of Serious Misconduct
(a) Prior to
dismissal of any employee the Company shall undertake a full and fair investigation
into any alleged acts of serious or gross misconduct.
(b) Any employee
under investigation for allegations of serious or gross misconduct may, at the
Company’s sole discretion, be suspended on their ordinary rate of pay
(according to their projected rostered hours) while the investigation takes
place. In these circumstances, the employee will be given a minimum of
forty-eight (48) hours, unless otherwise agreed between the parties, to prepare
their response to the allegation.
(c) Any employee
under investigation would be advised by a representative of the Company as to
the nature of the investigation and details of the alleged misconduct prior to
their suspension and before an investigation period commences.
(d) An employee
will have the right to seek representation and assistance that the employee
deems appropriate in order to prepare and present their response to the
allegations.
(e) The details of
any investigation or suspension will remain confidential between the parties
and their representatives at all times. Provided that in special circumstances
the parties may agree to the release of a statement relating to these
circumstances.
(f) If the
allegations are proved to the satisfaction of the Company and the employee’s
employment is subsequently terminated, the termination will be effected from
the date of suspension and all entitlements to wages, accrued leave, etc, will
be effected as at that date.
(g) If the
allegations are not proved to the satisfaction of the Company, the employee will
remain in employment and will receive full payment, according to the projected
roster, for the period of the employee’s suspension.
(h) Nothing in
this clause will derogate the right of an employee to seek redress through the
New South Wales Industrial Relations Commission, in the case of a termination
of employment.
31. Grievance and
Dispute Settlement Procedure.
Subject to the Industrial Relations Act 1996
grievances or disputes shall be dealt with in the following manner:
(a) The employee
is required to notify (in writing or otherwise) their immediate supervisor as
to the substance of the grievance, requesting a meeting with that person for
bilateral discussions and state the remedy sought. This meeting shall take place within two working days of the
issue arising (weekends and holidays excepted).
(b) If agreement
is not reached, the matter shall then be referred by the supervisor to a higher
authority within the Company, not latter than three working days after (a)
above (weekends and holidays excepted).
At the conclusion of the discussion, the Company’s Representative must
provide a response to the employee’s grievance if the matter has not been
resolved, including reasons (in writing or otherwise) for not implementing any
proposed remedy.
(c) If the matter
is still not settled within a reasonable period of time, it may be
referred/notified to the Industrial Relations Commission of New South Wales for
settlement by either party.
(d) While these
procedures are being followed, normal work must continue.
(e) Each party may
choose to be represented at each step of these proceedings by an individual or organization of their choice.
(f) All new
employees shall be appraised by the Company of their rights and obligations under
these procedures at the point of staff induction.
32. Right of Entry of
Union Representatives, Duties and Rights of Union Delegates,
Deduction of Union Dues
The Company undertakes to observe the following arrangements
in regard to union representation and union delegates.
Union Representatives
1. Authorised
representatives of the union shall have access to employees covered by this
award subject to the following limitations:
(a) They shall not
interfere with the operation of the Park or its employees usual work
performance.
(b) They shall
advise the Company’s nominated officer in advance of their intention to visit
the Park, the nature of their business, and whom they wish to interview.
(c) Interviews of
staff or meetings of members shall take place, no less than thirty minutes
prior to the announced opening time of the Park’s operations, nor other than
during meal break periods of the employee/s concerned.
(d) That no action
is inconsistent with the stated intention of the parties to this award to
conduct industrial relations in a harmonious fashion.
Delegates
2. The Company
shall acknowledge the right of the union’s accredited delegates to conduct
legitimate union business during operational time, and shall do whatever is
practicable to achieve the continuance of harmonious industrial relations
within the Park, through co-operation with accredited delegates.
3. Management
shall provide a notice board in an area convenient to either staff changing
facilities or rest rooms, for the purpose of the union posting notices and a
copy of this award, and all variations.
4. Union
Representatives or accredited delegates, shall be offered the opportunity to
address induction sessions for new employees to explain the application of this
award and the services offered by the union to members.
Union Dues
The Company shall, upon receiving a written and signed
authorisation by an employee, for the deduction of Union Dues, as determined from
time to time by the Australian Workers Union, deduct the appropriate sums and
forward them to the Union on a monthly basis, together with a reconciliation of
all deductions made in regard to such authorisation.
33. Training
The parties will co-operate in ensuring that appropriate
training necessary for the efficient and safe operation of the Park is
available. The parties agree to co-operate in encouraging employees to avail
themselves of the benefits of such training.
The parties shall develop appropriate training programs to
facilitate skill enhancement based on the following procedures:
(a) Training shall
comply with the criteria and guidelines established by the Company.
(b) Training may
be undertaken either on or off the job; training authorised by the Company and
undertaken by way of external courses, will be paid for by the Company.
(c) Where
authorised training is undertaken either on or off the job, during ordinary
hours of work, the employee will not suffer any loss of ordinary pay.
34. General
Conditions
(a) The Company
will provide a meal room facility, away from the public areas, with boiling
water or purified water at meal hours for all employees.
(b) The Company
will provide separate male and female change-room and toilet facilities for the
exclusive use of staff.
35. Adjustment of
Rates
(a) The base
hourly rates contained in Table One of Part B, shall be adjusted on the first
full pay periods commencing on or after 1st March 2005, and 1st March 2006.
(b) The base
hourly rates adjustments referred to in (a) shall be the higher of the
following, rounded off to the nearest ten cents per hour:
(i) In regard to
the 1st March 2005, an increase of three percent; or
(ii) Where a decision
of the Full-bench of the New South Wales Industrial Relations Commission in the
State Wage Case, in the twelve months preceding 1st March 2005, determines a
general wage increase higher than either a flat weekly amount greater than
three percent of the Base Hourly Rate relating to skill level one; or
conversely, in relation to a percentage increase, higher than three per cent,
such higher increase shall be applied to the rates of all skill levels; and
(iii) In regard to
the 1st March 2006, an increase of four percent, on the adjusted rates applying
to each skill level; or
(iv) Where a
decision of the Full-bench of the New South Wales Industrial Relations
Commission in the State Wage Case, in the twelve months preceding 1st March
2006, determines a general increase higher than either a flat weekly amount
greater than four percent of the base hourly rate relating to skill level one;
or conversely in regard to a percentage increase, higher than four per cent,
such higher adjustment be applied to the rates of all skill levels.
(c) In applying
flat dollar outcomes, of the State Wage Case Decisions to level one, the base
hourly rates shall be multiplied by 38 and the Wage Case Decision amount added,
with the outcome being in turn re-divided by 38 and rounded off to gain the new
rate.
(d) All other
allowances are to be, unless otherwise specified in this award, adjusted in
line with the strict requirements of the State Wage Case Decisions.
36. Bonus Payments -
Weekly Employees
In recognition of the unique operational requirements of
Luna Park Sydney, particularly in relation to the need to roster team members
to work at weekends, on some Public Holidays, and in relation to late finishing
shifts, and further, to reward staff loyalty, the following additional
entitlement will apply to weekly staff engaged under this award.
(a) Upon the
anniversary of a weekly employee’s employment, and in each year thereafter,
they shall be entitled to an additional payment on the following conditions:
(i) The
additional payment will be calculated on the average number of ordinary hours
worked during the previous four or the previous fifty two weeks, whichever is
the greater.
(ii) That the
additional payment not exceed an amount equal to thirty eight ordinary hours
pay, at the employee’s rate at the date of entitlement.
(iii) The
additional payment, subject to subclause (b) below, shall be made at the
conclusion of the pay period subsequent to the anniversary date.
(iv) No casual
employment arising from the application of this award shall be used in the
calculation of entitlements arising from this clause.
(b) The additional
payment referred to in (a), may be, at the choosing of the employee, held for a
period of up to twenty six weeks, and be used to take as additional time off
without loss of pay, concurrently with periods of annual leave.
PART B
MONETARY HOURLY
RATES
Table One - Hourly
Rates
Skill Level
|
Base Hourly
|
Weekly
|
Casual Rate.
|
Core Casual
|
|
Rate
|
Loaded Rate
|
25% Loading
|
Rate
|
|
|
10%
|
|
32.5% Loading
|
|
$
|
$
|
$
|
$
|
Level One
|
11.40
|
12.50
|
14.50
|
15.10
|
Level Two
|
12.00
|
13.20
|
15.00
|
15.90
|
Level Three
|
13.20
|
14.50
|
16.50
|
17.50
|
Level Four
|
16.20
|
17.80
|
20.30
|
21.50
|
Level Five
|
18.20
|
20.00
|
*N/A
|
N/A
|
Table Two - Junior
Hourly Rates
Age.
|
Percentage
|
Weekly
|
Casual Rate.
|
Core Rate.
|
|
Of Level One
|
Loaded Rate
|
|
|
|
Rate
|
10%
|
|
|
16 Years and Under
|
55%
|
$6.30
|
$7.80
|
N/A
|
17 Years
|
65%
|
$8.20
|
$9.30
|
N/A
|
18 Years
|
75%
|
$9.40
|
$10.70
|
N/A
|
19 Years
|
85% of relevant
|
As appropriate
|
" "
|
" "
|
|
skills level
|
|
|
|
20 Years
|
100% of relevant
|
As appropriate
|
" "
|
" "
|
|
rate
|
|
|
|
* Not applicable.
E. A. R. BISHOP,
Commissioner.
____________________
Printed by
the authority of the Industrial Registrar.