MA000156 PR585844 |
FAIR WORK COMMISSION |
ORDER |
Fair Work (Transitional Provisions and Consequential Amendments) Act 2009
Sch. 6, Item 4 - Application to make a modern award to replace an enterprise instrument.
"Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU)
(EM2013/115)
NOTE PRINTING AUSTRALIA AWARD 2016
[MA000156]
Graphic Arts | |
VICE PRESIDENT WATSON |
MELBOURNE, 7 NOVEMBER 2016 |
Note Printing Australia Award 2016.
1. Further to the decision [2016] FWCFB 6934 issued by the Fair Work Commission on 7 November 2016, the following modern enterprise award is made:
Note Printing Australia Award 2016 [MA000156]
2. The modern enterprise award is attached.
3. The following instrument is terminated pursuant to item 9(2)(a) of Schedule 6 to the
Fair Work (Transitional Provisions and Consequential Amendments) Act 2009:
The Note Printing Award 2000 [AP790759].
VICE PRESIDENT
Printed by authority of the Commonwealth Government Printer
<Price code J>
Note Printing
Australia Award 2016
Table of Contents
Part
1—Application and Operation
This award is the
Note Printing Australia Award 2016.
2.
Commencement and transitional
2.1
This award commences on 7 November 2016.
2.2
The monetary obligations imposed on employers by
this award may be absorbed into overaward payments. Nothing in this award
requires an employer to maintain or increase any overaward payment.
2.3
The making of this award is not intended to result
in a reduction in the take-home pay of employees covered by the award. On
application by or on behalf of an employee who suffers a reduction in take-home
pay as a result of the making of this award, the Fair Work Commission may make
any order it considers appropriate to remedy the situation.
3.
Definitions and interpretation
3.1
In this award, unless the contrary intention
appears:
Act means the
Fair Work Act 2009 (Cth)
adult apprentice
means an apprentice who is 21 years of age or over at the commencement of their
apprenticeship
apprentice means an
employee who is bound by a contract of training registered with the appropriate
State or Territory training authority
casual
worker is an
employee who is engaged and paid by the hour
Commission
means the Fair Work Commission or any successor institution
default
fund employee means an employee who
has no chosen fund within the meaning of the
Superannuation Guarantee (Administration)
Act 1992 (Cth)
defined benefit member
has the meaning given by the
Superannuation Guarantee (Administration) Act 1992 (Cth)
employee
means a person who
is engaged by Note Printing Australia, whether working as a weekly worker or a
casual worker
employer
is Note Printing
Australia Pty Limited
exempt public sector
superannuation scheme has the meaning given by the
Superannuation Industry (Supervision) Act 1993 (Cth)
JUMWG is the Joint Union/Management Working Group
JUWG is the Joint Union Working Group—a group comprised
of delegates from the Unions
MySuper product has
the meaning given by the Superannuation
Industry (Supervision) Act 1993 (Cth)
NES
means the National Employment
Standards as contained in
sections 59 to 131
of the Fair Work Act 2009 (Cth)
NPA
is Note Printing
Australia Limited
ordinary
time earnings are
an employee’s normal weekly wages inclusive of shift loading where applicable
OSF
is Reserve Bank
Officers’ Superannuation Fund
RDO
is a rostered day
off in accordance with clause
12.3—Rostered
day arrangement
small employer
means an employer who employs fewer than 15 employees
standard rate means
the weekly or hourly minimum wage for a Level 5, Regular Pay Stream in clause 20.2
transmission
includes transfer, conveyance, assignment or succession whether by agreement or
by operation of law and transmitted has a corresponding meaning.
union/s
shall mean and refer to:
·
Automotive, Food, Metals,
Engineering, Printing and Kindred Industries Union;
·
Communications, Electrical,
Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of
Australia
·
Finance Sector Union of
Australia—Reserve Bank Officers’ Section;
week’s pay
for the purposes of clause 18—Redundancy
means the ordinary time rate of pay for the employee concerned provided
that such rate shall exclude:
·
overtime;
·
penalty rates;
·
disability allowances;
·
shift allowances;
·
special rates;
·
fares and travelling time allowances;
·
bonuses; and
·
any other ancillary payments of a like nature
weekly
worker is an
employee who is engaged on a regular weekly full or part-time basis
3.2
Where this award refers to a condition of employment
provided for in the NES, the NES definition applies.
4.1
This award covers Note Printing Australia Limited
and their employees in the classifications listed in clause
19 to the exclusion of any
other award.
NOTE: Where there is
no classification for a particular employee in this award it is possible that
the employer and that employee are covered by an industry modern award or a
modern award with occupational coverage.
5.
Access to the award and the National Employment
Standards
The
employer must ensure that copies of this award and the NES are available to all
employees to whom they apply either on a noticeboard which is conveniently
located at or near the workplace or through electronic means, whichever makes
them more accessible.
6.
The National Employment Standards and this award
The
NES and this award
contain the minimum conditions of employment for employees covered by this
award.
(a)
arrangements for when work is performed;
(b)
overtime rates;
(c)
penalty rates;
(d)
allowances; and
(e)
leave loading.
7.2
The employer and the individual employee must have
genuinely made the agreement without coercion or duress.
7.3
The agreement between the employer and the
individual employee must:
(a)
be confined to a variation in the application of one
or more of the terms listed in clause 7.1; and
(b)
result in the employee being better off overall at
the time the agreement is made than the employee would have been if no
individual flexibility agreement had been agreed to.
7.4
The agreement between the employer and the
individual employee must also:
(b)
state each term of this award that the employer and
the individual employee have agreed to vary;
(c)
detail how the application of each term has been
varied by agreement between the employer and the individual employee;
(d)
detail how the agreement results in the individual
employee being better off overall in relation to the individual employee’s terms
and conditions of employment; and
(e)
state the date the agreement commences to operate.
7.5
The employer must give the individual employee a
copy of the agreement and keep the agreement as a time and wages record.
7.6
Except as provided in clause 7.4(a) the agreement must not
require the approval or consent of a person other than the employer and the
individual employee.
7.7
An employer seeking to enter into an agreement must
provide a written proposal to the employee. Where the employee’s understanding
of written English is limited the employer must take measures, including
translation into an appropriate language, to ensure the employee understands the
proposal.
7.8
The agreement may be terminated:
(a)
by the employer or the individual employee giving 13
weeks’ notice of termination, in writing, to the other party and the agreement
ceasing to operate at the end of the notice period; or
(b)
at any time, by written agreement between the
employer and the individual employee.
Note: If any of the requirements of s.144(4), which are
reflected in the requirements of this clause, are not met then the agreement may
be terminated by either the employee or the employer, giving written notice of
not more than 28 days (see s.145 of the Fair Work Act 2009 (Cth)).
7.9
The right to make an agreement pursuant to this
clause is in addition to, and is not intended to otherwise affect, any provision
for an agreement between an employer and an individual employee contained in any
other term of this award.
Part
2—Consultation and Dispute Resolution
8.1
Consultation regarding major workplace change
(i)
Where an employer has made a definite decision to
introduce major changes in production, program, organisation, structure or
technology that are likely to have significant effects on employees, the
employer must notify the employees who may be affected by the proposed changes
and their representatives, if any.
(ii)
Significant effects include termination of
employment; major changes in the composition, operation or size of the
employer’s workforce or in the skills required; the elimination or diminution of
job opportunities, promotion opportunities or job tenure; the alteration of
hours of work; the need for retraining or transfer of employees to other work or
locations; and the restructuring of jobs. Provided that where this award makes
provision for alteration of any of these matters an alteration is deemed not to
have significant effect.
(b)
Employer to discuss change
(i)
The employer must discuss with the employees
affected and their representatives, if any, the introduction of the changes
referred to in clause 8.1(a), the effects the changes
are likely to have on employees and measures to avert or mitigate the adverse
effects of such changes on employees and must give prompt consideration to
matters raised by the employees and/or their representatives in relation to the
changes.
(ii)
The discussions must commence as early as
practicable after a definite decision has been made by the employer to make the
changes referred to in clause 8.1(a).
(iii)
For the purposes of such discussion, the employer
must provide in writing to the employees concerned and their representatives, if
any, all relevant information about the changes including the nature of the
changes proposed, the expected effects of the changes on employees and any other
matters likely to affect employees provided that no employer is required to
disclose confidential information the disclosure of which would be contrary to
the employer’s interests.
8.2
Consultation about changes to rosters or hours of work
(a)
Where an employer proposes to change an employee’s
regular roster or ordinary hours of work, the employer must consult with the
employee or employees affected and their representatives, if any, about the
proposed change.
(b)
The employer must:
(i)
provide to the employee or employees affected and
their representatives, if any, information about the proposed change (for
example, information about the nature of the change to the employee’s regular
roster or ordinary hours of work and when that change is proposed to commence);
(ii)
invite the employee or employees affected and their
representatives, if any, to give their views about the impact of the proposed
change (including any impact in relation to their family or caring
responsibilities); and
(iii)
give consideration to any views about the impact of
the proposed change that are given by the employee or employees concerned and/or
their representatives.
(c)
The requirement to consult under this clause does
not apply where an employee has irregular, sporadic or unpredictable working
hours.
(d)
These provisions are to be read in conjunction with
other award provisions concerning the scheduling of work and notice
requirements.
9.2
If a dispute about a matter arising under this award
is unable to be resolved at the workplace, and all appropriate steps under
clause 9.1 have been taken, a party
to the dispute may refer the dispute to the Fair Work Commission.
9.3
The parties may agree on the process to be utilised
by the Fair Work Commission including mediation, conciliation and arbitration.
9.4
Where the matter in dispute remains unresolved, the
Fair Work Commission may exercise any method of dispute resolution to resolve
the dispute including mediation, conciliation and arbitration.
9.5
An employer or employee may appoint another person,
organisation or association to accompany and/or represent them for the purposes
of this clause.
9.6
While the dispute resolution procedure is being
conducted, work must continue in accordance with this award and the Act. Subject
to applicable occupational health and safety legislation, an employee must not
unreasonably fail to comply with a direction by the employer to perform work,
whether at the same or another workplace, that is safe and appropriate for the
employee to perform.
Part
3—Types of Employment and Termination of Employment
10.1
No person shall be employed except as:
(a)
a weekly worker; or
(b)
a casual worker
10.2
To become entitled to payment of a weekly wage a
weekly worker shall perform such work as the employer shall occasionally require
on the days and during the hours usually worked by such employee as per clause 26.1—Hours of work—day workers,
of this award.
11.1
Definition
A casual employee is an employee who is engaged and paid by
the hour.
11.2
Terms of employment
A casual employee shall be informed at the time of engagement
that such employment is on a casual hourly basis.
(a)
A casual employee shall be paid 1/38th of the weekly
wage prescribed for the relevant classification within this award for each hour
worked plus a loading of 25% and in the case of shift work, the rate prescribed
for such work with an additional 25%.
(b)
A casual employee, when working on a holiday or
overtime or at any time for which a weekly employee is paid above his or her
ordinary rate of pay, shall be paid the appropriate rate payable to the weekly
employee with the addition of 25%.
11.4
Minimum number of hours
A casual employee, whether working day work or shift work,
shall be paid the appropriate hourly rate provided for in clauses 20—Minimum Wages and 24—Payment of Wages,
for a minimum of five hours per day (or for four hours when replacing an
employee who is rostered off for four hours or who is absent through sickness).
11.5
Caring responsibilities
(a)
Subject to the notice and evidentiary requirements
in clauses
31.8 and 31.9 employees are entitled to
not be available to attend work, or to leave work:
(i)
if they need to care for members of their immediate
family or household who are sick and require care and support, or who require
care due to an unexpected emergency, or the birth of a child; or
(ii)
upon the death in Australia of an immediate family
or household member.
(b)
The employer and the employee shall agree on the
period for which the employee will be entitled to not be available to attend
work. In the absence of agreement, the employee is entitled to not be available
to attend work for up to 48 hours (i.e. two days) per occasion. The casual
employee is not entitled to any payment for the period of non-attendance.
(c)
An employer must not fail to re-engage a casual
employee because the employee accessed the entitlements provided for in this
clause. The rights of an employer to engage or not to engage a casual employee
are otherwise not affected.
12.1
Definition
Part-time employment for the purpose of this clause, will be
permanent employment for less than 38 hours per week on a regular and continuous
basis.
12.2
Hours of work
At the time of engagement the employer and the regular
part-time employee will agree, in writing, on a regular pattern of work,
specifying at least the hours worked each day, which days of the week the
employee will work and the actual starting and finishing times each day. Any
agreed variation to the regular pattern of work will be recorded in writing. The
employer shall roster a regular part-time employee for a minimum of three
consecutive hours on any shift. Unless agreement in accordance with clause 26.1—Hours of work—day workers
exists, ordinary hours will only be worked on weekdays.
(a)
Part-time employees who work a set number of hours
on each day of the week, Monday to Friday, shall receive a rostered day off in
each four week cycle on the same basis as for employees outlined in clauses 26.9—Rostered day arrangement, 26.9(b)(i) and 26.9(b)(ii) except that the amount of
credit accrued on each day worked will vary according to the actual hours
worked, as provided in clauses
12.3(b) and
12.3(c).
(d)
The amount by which an employee’s average pay will
be reduced when he/she is absent from duty (other than on annual leave, long
service leave, public holidays, paid sick leave, Comcare, bereavement leave or
jury service) is to be calculated as follows:
Total of
credits not accrued during cycle |
X |
Average weekly
wage |
|
|
number of hours worked |
12.4
Overtime
All time worked in excess of the specific number of hours as
mutually agreed shall be paid at overtime rates. Payment will be in accordance
with clause
29—Overtime, of this award.
The employee shall not be required by the employer to work overtime without the
employee’s agreement.
12.5
Shift work
All time worked by part-time employees on a shift work basis
shall be in accordance with clauses 27—Shift work and 27.2—Shift allowances, of this
award.
12.6
Pro rata conditions
(a)
An employee engaged on a part-time basis shall be
entitled to annual leave, public holidays, personal leave, bereavement leave,
parental leave, long service leave and all other leave arising out of this award
on a proportionate hourly basis as calculated in clause 20.3—Calculation of rates of
this award.
(b)
Subject to the conditions contained herein, all
other provisions of this award relevant to full-time employees shall apply to
part-time employees.
12.7
Conversion of existing employees
(a)
A full-time employee who wishes to convert to
part-time employment shall be permitted to do so, if the employer agrees and
subject to the conditions set out in this clause. If such an employee transfers
from full-time to part-time employment, all accrued award and legislative rights
will be maintained and employment deemed to be continuous.
(b)
All full-time employees who request part-time work
and are given such work, may revert to full-time employment on a specified
future date by agreement with the employer, such agreement to be recorded in
writing.
(c)
No existing full-time employee shall be transferred
by the employer to part-time employment without the written consent of the
employee.
(d)
Part-time employees are eligible for consideration
for appointment to vacant full-time positions. Where this occurs all accrued
award and legislative rights will be maintained and employment deemed to be
continuous.
12.8
Rate of pay
A regular part-time employee employed under the provisions of
this clause must be paid for ordinary hours worked at the rate of 1/38th
of the weekly rate prescribed for the class of work performed.
13.1
Staffing of departments—safety provisions
(a)
The employer shall not permit or require an employee
under the age of 18 years to be employed on a power driven guillotine or a
platen or cylinder machine unless he/she is an apprentice. No department shall
be staffed exclusively by juniors.
(b)
No employee under 16 years of age shall be employed
on overtime. No employee under 17 years of age shall be employed on overtime
before 7.00 am or later than 9.00 pm on any working day. The employer shall not
require or permit an apprentice to work overtime unless at least one skilled
worker of the same calling as the apprentice is employed at the same time as the
apprentice.
14.1
Junior apprentices
(a)
Apprentices will be engaged under the terms of the
regulations or provisions of the Office of Training and Further Education.
(b)
Upon completion of an apprenticeship continued
employment will be at the discretion of the employer.
(c)
A person under the age of 21 shall be
indentured to learn and shall be fully and thoroughly taught and instructed by
the employer in one, but not more than one, apprenticeship trade as proclaimed
by the Office of Training and Further Education.
14.2
Apprentices day work/shift work provisions
(a)
An apprentice (other than an apprentice engaged on
block release technical school training) shall be employed only on day work
during the years he/she is required to attend technical school;
(b)
An apprentice engaged on block release technical
school training, who is in at least his/her third year of apprenticeship and who
has completed his/her block release training for the third year, may be employed
on day work or shift work;
(c)
An apprentice engaged on block release technical
school training who has not completed three years block release training may,
where the employer and such apprentice so agree, be employed on morning and
afternoon shift (except during the periods of attendance on block release
training) provided that the apprentice is at least 18 years of age.
(d)
Nothing in this award shall prohibit an apprentice
from working overtime in accordance with the provision of clause 29—Overtime, of this award.
14.3
Wages of apprentices
The wages of apprentices, including the wages of probationers
for apprenticeship, shall be those payable pursuant to clause 20—Minimum wages, of this
award.
14.4
Technical school training of apprentices
Each apprentice shall from the commencement of his/her
apprenticeship attend and not be prevented by the employer from attending during
the apprentice’s ordinary working hours an approved school as determined by the
Office of Training and Further Education for a period of three years.
Where agreed by the Office of Training and Further Education
the following shall apply:
(a)
In calculating the period of one year, all time
worked as overtime or other than ordinary business hours shall, if the
apprentice so desires, either be allowed as a set-off against any absence (not
being absences for sick leave or annual leave) during that period, or in
reduction of the actual calendar period of one year (i.e. the one year will be
calculated on the basis of so many ordinary working hours for this period, and
allowing any such extra time worked as part performance thereof, though the
actual one calendar year may not have elapsed).
(b)
The apprentice shall from the commencement of
his/her apprenticeship attend and not be prevented by the employer from
attending during the apprentice’s ordinary working hours a school approved by
the Office of Training and Further Education for instructions of the trade
concerned. The hours of attendance required at school, whether they be on day
release or block release, shall be determined by the school and the Office of
Training and Further Education.
(c)
The time during working hours occupied by an
apprentice in attending a technical school (including the time occupied by
him/her going from his/her work to such school and returning to his/her work)
shall be reckoned as part of the time served under his/her indenture of
apprenticeship, and shall not delay the completion of his/her indenture or
interfere with the periodical increases of his/her wages.
(d)
If the apprentice produces a certificate from the
school showing that he/she has given satisfactory attention to the work of the
school for a quarter or other term, then for that term there shall be no
deduction from his/her pay for the time of absence.
(e)
The school fees shall be reimbursed by the employer.
14.5
Adult apprentices
(a)
An existing employee who has become an adult
apprentice shall upon completion of the apprenticeship not be subject to the
same review for continued employment as is the case with a junior apprentice.
(b)
Conditions of employment of adult apprentices shall
be those prescribed for junior apprentices indentured under the age of 21 years.
(c)
Period of employment
(i)
An adult apprentice shall be indentured for a period
of four years in which period shall be included in the period of probation.
(ii)
Despite the previous clause, where the Office of
Training and Further Education or nominated authority approves an application
for adult apprenticeship by an applicant who has been employed in the industry
for at least two consecutive years and the Office of Training and Further
Education or its nominated authority is satisfied the applicant has sufficient
theoretical and practical knowledge, it may, subject to any conditions it may
determine, permit the applicant to advance within the apprenticeship period by
no more than one year.
(d)
Technical school training of adult apprentices
Each adult apprentice shall from the commencement of his/her
apprenticeship attend and not be prevented by the employer from attending during
the apprentice’s ordinary working hours a school approved by the Office of
Training and Further Education or its nominated authority for a period of three
years.
(e)
Wages of adult apprentices
(i)
Where the person was employed by the employer in the
industry immediately before becoming an adult apprentice, such person shall not
suffer a reduction in actual rate of pay by virtue of becoming indentured.
(ii)
Subject to the previous clause, the wages of an
adult apprentice, including the wages of probationers for apprenticeship, shall
be those payable to adult apprentices as prescribed in this award.
(f)
Adult apprentices day work/shift work provisions
An adult apprentice shall be employed only on day work during
the period he/she is required to attend technical school as determined in clause
14.5(d).
15.1
The employer may stand down employees in accordance
with s.524 of the Act.
15.2
In the event of work being temporarily stopped by a
breakdown of machinery, or by any cause for which the employer cannot be held
responsible, and the employee having lost at least two days’ pay, the employee
may inform the employer of his/her intention to terminate his/her employment,
whereupon the employment shall be terminated without the employee being required
to give the appropriate notice set out in clause 17.2—Notice of termination by
an employee, and he/she shall be paid such moneys as are due to him/her under
this award.
15.3
Service is not to be considered broken merely
because employees have been stood down through no fault of their own.
15.4
Continuity of service shall be protected regarding
entitlements of annual leave, holidays and sick leave.
16.1
The absence of an employee from work for a
continuous period exceeding three working days without the consent of the
employer and without notification to the employer shall be prima facie evidence
that the employee has abandoned his/her employment.
16.2
Provided that if within a period of fourteen days
from his/her last attendance at work or the date of his/her last absence in
respect of which notification has been given or consent has been granted an
employee has not established to the satisfaction of the employer that he/she was
absent for reasonable cause, he/she shall be deemed to have abandoned his/her
employment.
16.3
Termination of employment by abandonment in
accordance with this subclause shall operate as from the date of the last
attendance at work or the last day’s absence in respect of which consent was
granted, or the date of the last absence in respect of which notification was
given to the employer, whichever is the later.
17.1
Notice of termination is provided for in the NES.
17.2
Notice of termination by an employee
(a)
The notice of termination required to be given by an
employee is the same as that required of an employer, save and except that there
is no requirement on the employee to give additional notice based on the age of
the employee concerned.
(b)
If an employee fails to give the notice specified in
clause
17.2(a)
the employer has the right to withhold monies due to the employee to a maximum
amount equal to the amount the employee would have received under this award.
Where an employer has given notice of termination to an
employee, an employee shall be allowed up to one day’s time off without loss of
pay for the purpose of seeking other employment. The time off shall be taken at
times that are convenient to the employee after consultation with the employer.
Where a business is transmitted from one employer to another,
as set out in clause
18—Redundancy, the period of
continuous service that the employee had with the transmittor or any prior
transmittor is deemed to be service with the transmittee and taken into account
when calculating notice of termination. However, an employee shall not be
entitled to notice of termination or payment in lieu of notice for any period of
continuous service in respect of which notice has already been given or paid
for.
18.1
Redundancy pay is provided for in the NES.
18.2
Transfer to lower paid duties
Where an employee is transferred to lower paid duties by
reason of redundancy the same period of notice must be given as the employee
would have been entitled to if the employment had been terminated and the
employer may at the employer’s option, make payment in lieu thereof of an amount
equal to the difference between the former ordinary rate of pay and the new
ordinary time rate for the number of weeks of notice still owing.
18.3
Severance pay—employees of a small employer
An employee of a small employer, as defined in clause 3—Definitions, whose
employment is terminated by reason of redundancy is entitled to the following
amount of severance pay in respect of a period of continuous service:
Period of
continuous service |
Severance pay |
Less than 1 year |
Nil |
1 year and less than 2 years |
4 weeks’ pay* |
2 years and less than 3 years |
6 weeks’ pay |
3 years and less than 4 years |
7 weeks’ pay |
4 years and over |
8 weeks’ pay |
*Weeks’ pay is defined in clause 3—Definitions.
18.4
Provided that the severance payments shall not
exceed the amount which the employee would have earned if employment with the
employer had proceeded to the employee’s normal retirement date.
18.5
Employee leaving during notice period
An employee given notice of termination in circumstances of
redundancy may terminate his/her employment during the period of notice set out
in clause
17.1—Notice of termination. In
this circumstance the employee will be entitled to receive the benefits and
payments they would have received under this clause had they remained with the
employer until the expiry of the notice, but will not be entitled to payment in
lieu of notice.
(a)
An employer, in a particular redundancy case, may
make application to the Commission to have the general severance pay
prescription varied if the employer obtains acceptable alternative employment
for an employee.
(b)
This provision does not apply in circumstances
involving transmission of business as set out in clause 18.8.
(a)
During the period of notice of termination given by
the employer in accordance with clause
17.1,
an employee shall be allowed up to one day’s time off without loss of pay during
each week of notice for the purpose of seeking other employment.
(b)
If the employee has been allowed paid leave for more
than one day during the notice period for the purpose of seeking other
employment, the employee shall, at the request of the employer, be required to
produce proof of attendance at an interview or he or she shall not receive
payment for the time absent. For this purpose a statutory declaration will be
sufficient.
(c)
The job search entitlements under this subclause
apply in lieu of the provisions of clause 17.3.
(i)
Where the employee accepts employment with the
transmittee which recognises the period of continuous service which the employee
had with the transmittor and any prior transmittor to be continuous service of
the employee with the transmittee; or
(ii)
Where the employee rejects an offer of employment
with the transmittee:
·
in which the terms and conditions are
substantially similar and no less favourable, considered on an overall basis,
than the terms and conditions applicable to the employee at the time of ceasing
employment with the transmittor; and
·
which recognises the period of continuous service
which the employee had with the transmittor and any prior transmittor to be
continuous service of the employee with the transmittee.
(b)
The Commission may vary clause
18.8(a)(ii) if it is satisfied that
this provision would operate unfairly in a particular case.
Clause 18.3 does not apply to:
(a)
employees terminated as a consequence of serious
misconduct that justifies dismissal without notice;
(b)
probationary employees;
(c)
apprentices;
(d)
trainees;
(e)
employees engaged for a specific period of time or
for a specified task or tasks; or
(f)
casual employees.
The Commission may vary the severance pay prescription on the
basis of an employer’s incapacity to pay. An application for variation may be
made by an employer or a group of employers.
Part
4—Minimum Wages and Related Matters
19.1
Alterations to existing classifications in clause 19.2 or the classification to
be applied to new positions created after the date of operation of this award,
and related progression criteria, shall be the subject of agreement between NPA
and the JUWG. Amendments or additions to pay and classification structures will
be issued as agreed addenda to the relevant structures.
Table 1: Regular pay stream
Level |
Passports |
Finishing |
Finance |
NNPDC |
Print Operations |
Logistics/Stores |
Quality |
Security Inks/Trade
Waste |
L5 |
Operator Level 5 |
Guillotine Operator
Level 5 |
|
|
Operator Level 5 |
Team Leader Level 5 |
Quality Assurance
Technician Level 5 |
Operator Level 5 |
L4 |
Operator Level 4 |
Operator Level 4 |
Accounts Clerk Level 4 |
Operator Level 4 |
Operator Level 4 |
Operator/Stores person
Level 4 |
Quality Assurance
Technician Level 4 |
Operator Level 4 |
L3 |
Operator Level 3 |
Operator Level 3 |
Accounts Clerk Level 3 |
Operator Level 3 |
Operator Level 3 |
Operator/Stores person
Level 3 |
Quality Assistant Level
3 |
Operator Level 3 |
L2 |
Operator Level 2 |
Operator Level 2 |
Accounts Clerk Level 2 |
Operator Level 2 |
Operator Level 2 |
Operator/Stores person
Level 2 |
Quality Assistant Level
2 |
Operator Level 2 |
L1 |
Operator Level 1 |
Operator Level 1 |
Accounts Clerk Level 1 |
Operator Level 1 |
Operator Level 1 |
Operator/Stores person
Level 1 |
Operator Level 1 |
Operator Level 1 |
Table 2.1: Qualified pay streams
Level |
Logistics/ Stores |
Passports |
Finishing |
AIG |
NNPDC |
Print Operations |
Security |
Q8 |
|
|
|
Inspection Systems
Technician Q8 |
|
Security Printer Q8 |
|
Q7 |
|
|
|
Inspection Systems
Technician Q7 |
|
Security Printer Q7 |
|
Q6 |
|
|
|
Inspection Systems
Technician Q6 |
|
Security Printer Q6 |
|
Q5 |
|
|
|
Inspection Systems
Technician Q5 |
Inspection Systems
Technician Q5 |
Security Printer Q5 |
Senior Custodian Q5 |
Q4 |
|
|
|
Inspection Systems
Technician Q4 |
|
Security Printer Q4 |
|
Q3 |
|
|
|
Inspection Systems
Technician Q3 |
|
Security Printer Q3 |
|
Q2 |
Team Leader Q2 |
Operator Q2 |
|
Inspection Systems
Technician Q2 |
Supervisor Q2 |
Security Printer Q2 |
Security Custodian Q2 |
Q1 |
Team Leader Q1 |
Operator Q1 |
Guillotine Operator Q1 |
Inspection Systems
Technician Q1 |
|
Security Printer Q1 |
Security Custodian Q1 |
Table 2.2: Qualified pay streams (cont.)
Level |
Quality |
Maintenance |
Security Inks/Trade
Waste |
Product Tooling |
Pre Press |
Q8 |
|
Mechanical and
Electrical and Electronics Technician Q8 |
|
|
|
Q7 |
|
Mechanical and
Electrical and Electronics Technician Q7 |
|
|
|
Q6 |
|
Mechanical and
Electrical and Electronics Technician Q6 |
|
Technician Q6 |
Pre Press Technician Q6 |
Q5 |
|
Mechanical and
Electrical and Electronics Technician Q5 |
|
Technician Q5 |
Pre Press Technician Q5 |
Q4 |
|
Mechanical and
Electrical and Electronics Technician Q4 |
|
Technician Q4 |
|
Q3 |
|
Mechanical and
Electrical and Electronics Technician Q3 |
Operator Q3 |
Technician Q3 |
Pre Press Technician Q3 |
Q2 |
Lead Quality Assurance
Technician Q2 |
Mechanical and
Electrical and Electronics Technician Q2 |
|
Technician Q2 |
|
Q1 |
Lead Quality Assurance
Technician Q1 |
Mechanical and
Electrical and Electronics Technician Q1 |
|
Technician Q1 |
Pre Press Technician Q1 |
20.1
[Wage rates in clause
20.3 have been amended to take into account safety net adjustments
and annual wage review decisions provided for over the period since the last
update, 5 March 2006
PR967269
and including 201/15 decision FWCFB 3500
20.2
Wages rates paid under this award are listed below
for employees whose classification falls within clause
19—Classifications
of this award.
Regular pay stream:
Level |
Minimum weekly pay |
Minimum hourly pay |
Level 5 |
$783.30 |
$20.61 |
Level 4 |
$743.30 |
$19.56 |
Level 3 |
$718.60 |
$18.91 |
Level 2 |
$692.10 |
$18.21 |
Level 1 |
$672.70 |
$17.70 |
Qualified pay stream:
Level |
Minimum weekly pay |
Minimum hourly pay |
Q8 |
$1,284.61 |
$33.81 |
Q7 |
$1,214.12 |
$31.95 |
Q6 |
$1,151.45 |
$30.30 |
Q5 |
$1,080.95 |
$28.45 |
Q4 |
$1,018.29 |
$26.80 |
Q3 |
$947.79 |
$24.94 |
Q2 |
$885.13 |
$23.29 |
Q1 |
$783.30 |
$20.61 |
The rate prescribed for all employees paid in accordance with
the provisions of clause 20—Minimum wages shall be
calculated in multiples of 10 cents, amounts less than 5 cents being taken to
the lower multiple and amounts of 5 cents or more being taken to the higher
multiple.
20.4
Wage rates—Junior apprentices
Where the work is performed by an apprentice the wage rate
shall be no less than the undermentioned percentages of a skilled tradesperson
classified at the standard rate.
Year of apprentice |
Percentage |
1st year |
55% |
2nd year |
65% |
3rd year |
75% |
4th year |
91% |
20.5
Wage rates—Adult apprentices
Where the work is performed by an adult apprentice, the wage
rate shall be no less than the undermentioned percentages of a skilled
tradesperson classified at the standard rate.
Year of apprentice |
Percentage |
1st year |
83% |
2nd year |
88% |
3rd year |
93% |
4th year |
100% |
20.6
Wage rates—Juniors
Where the work is performed by a junior not being an
apprentice, the wage rate shall be no less than the undermentioned percentages
of the wage of an employee working at the rate provided at Level 1 Regular Pay
Stream appearing in the clause of this award for the area in which he/she is
employed.
Years of age |
Percentage |
17 and under |
50% |
18 |
60% |
19 |
75% |
20 |
100% |
20.7
Supported wage system
See Schedule A
20.8
National training wage
See Schedule C
21.1
Car allowance
(a)
Car allowance is paid to employees who use their car
on NPA business with official approval.
(b)
Full cost car allowance
The rate at which the car allowance is payable is determined
by engine capacity.
2000cc & below |
86.3 cents per kilometre with a minimum payment of $7.05 |
Over 2000cc |
$1.09 per kilometre with a minimum payment of $8.60 |
(c)
Variable cost car allowance
Where an employee is entitled to payment of the variable cost
car allowance they shall be paid:
Up to 2000cc |
17.15 cents per kilometre |
Over 2000cc |
20.8 cents per kilometre |
(d)
Car allowance rates are to be maintained at current
level until the Australian Taxation Office Motoring Cost Schedule exceeds those
rates. The rates applicable for this purpose will be those specified for up to
2000cc and over 3000cc as per the schedule.
(a)
In addition to wage rates payable in accordance with
clause 20—Minimum wages,
tradespersons (with exception of printing tradespersons) required to supply and
maintain tools in efficient working order as specified, shall be paid a tool
allowance of 1.8% of the weekly standard rate per week.
(b)
Apprentices will receive the full allowance on the
same basis as for the relevant tradesperson.
(c)
The allowance shall apply for all purposes of this
award.
For employees required to work overtime or temporary shift
work starting or finishing at times when their normal or reasonable alternative
means of transport are not available, the employer will reimburse any additional
fares involved or where no public transport is available, the cost of a taxi to
and from home.
(a)
An employee required to work overtime before or
after ordinary hours for more than one and a half hours shall, if not provided
with a suitable meal, be paid a meal allowance of $22.93.
(b)
A further meal allowance shall be paid to an
employee, if not provided with a suitable meal, for the meal taken during the
second crib break and during each subsequent meal break.
(c)
An employee required to work overtime on a Saturday,
Sunday or a public holiday for more than four hours shall either be supplied
with a meal or paid a meal allowance for the meal taken during his/her crib
break and during each subsequent meal break.
(d)
Nothing in this clause shall serve to reduce the
quantum of meal money payable prior to the commencement of this award.
21.5
Adjustment of expense related allowances
(a)
At the time of any adjustment to the standard rate,
each expense related allowance will be increased
by the relevant adjustment factor. The relevant adjustment factor for this
purpose is the percentage movement in the applicable index figure most recently
published by the Australian Bureau of Statistics since the allowance was last
adjusted.
(b)
The applicable index figure is the index figure
published by the Australian Bureau of Statistics for the Eight Capitals Consumer
Price Index (Cat No. 6401.0), as follows:
Allowance |
Applicable
Consumer Price Index figure |
Meal allowance |
Meals out and take away foods |
Tool allowance |
Is a wage related allowance increased according to the
standard rate. |
Vehicle/travel allowance |
Private motoring sub-group |
22.
Payments for when work not
performed
(a)
A stand by for work is that period of time when an
employee is required by the employer to be ready to perform work outside of
their ordinary working hours but is not required to be at their place of
employment during that period of stand by. An employee and the employer must
make arrangements as to where the employee may be contacted by the employer and
meet the employer’s request to report for work if necessary or be released from
standing by for work, otherwise the employee’s movements during such period of
stand by shall be unrestricted.
(b)
For all time an employee is required to stand by for
work as described in this clause he/she shall be paid:
(i)
if a weekly employee, at the rate of the
worker’s hourly day work rate as prescribed by clause 20.2 of this award, or
(ii)
if a casual employee, at the rate prescribed in
clause
11.3—Casual rate of pay, of
this award for day work.
(c)
An employee required to stand by for work at his/her
place of employment shall be paid as though he/she were working, i.e. if such
stand by is during:
(i)
the ordinary hours of work, payment shall be made at
and be part of their ordinary wage, or
(ii)
overtime hours, the time shall be reckoned as part
of his/her period of overtime and payment shall be made at the appropriate rate
of pay as prescribed in clause 29—Overtime, of this award.
22.2
Call back/Call out
(a)
An employee recalled to work overtime after leaving
the employer’s premises (whether notified before or after leaving the premises)
shall be paid for a minimum of four hours’ work or where the employee has been
paid for standing by, in accordance with clause 22.1, he/she shall be paid for
a minimum of three hours’ work at the appropriate rate for each time the
employee is so recalled; except in the case of unforeseen circumstances arising,
the employee shall not be required to work the full three or four hours if the
job the employee was recalled to perform is completed within a shorter period.
(b)
This clause shall not apply in cases where it is
customary for an employee to return to the employer’s premises to perform a
specific job outside the employee’s ordinary working hours, or where the
overtime is continuous (subject to a reasonable meal break) with the completion
or commencement of ordinary working time. Overtime work in the circumstances
specified in this clause shall not be regarded as overtime for the purpose of
clause 29—Overtime, where the actual
time worked is less than three hours on such recall or on each of such recalls.
22.3
On call
(a)
Current overtime provisions will continue to apply
to maintenance staff who are called back to work overtime.
(b)
On call and call out lists will be compiled by
maintenance section supervisors who will also determine the number of staff to
be placed on lists and any rostering arrangements associated with the lists.
(c)
Maintenance staff who appear either on an on call
list or call out list will receive a weekly allowance equivalent to 1/52nd of
the annual Telstra standard rental charge. This allowance represents the
reimbursement of telephone rental charges. The weekly payment includes weekends
and public holidays.
(d)
Maintenance staff, who are designated/rostered to be
on call to support production areas working shift, between the hours of 6.00 am
to 11.00 pm Monday to Friday inclusive, are required to be contactable by
telephone or metropager and available to return to NPA without delay to address
the problem. A daily payment equivalent to 2.1% of the weekly wage of the
Standard rate will be made.
(e)
These allowances will not apply to staff other than
those in the Qualified pay stream, or staff relieving in more senior positions.
23.1
An employee who relieves a position in a higher
level, that is clearly identifiable and singular to that particular band as per
clause
19—Classification of
employees, will be eligible for a higher duty payment, provided that the period
worked is not less than two hours on any given day. Work performed for two hours
or more will attract higher duty payments for the whole day. A higher duty will
also be recorded for the purpose of accreditation.
23.2
Rate:
Employees
who are required to relieve in a position which is of a higher level will be
eligible for a higher payment duty calculated at 3.25% of the standard rate for
the higher level worked.
23.3
Where a position is being relieved by an employee
classified more than one Level below, the employee will receive the higher rate
of pay for the time relieving, instead of the 3.25% of the standard rate.
23.4
The performance of Higher duty functions will be
appropriately recorded. The employer will document the:
(a)
training provided by:
(b)
skills acquired in;
(c)
skills utilised in;
(d)
performance of
the higher duty functions.
Such documentation will be supplied to the employee and supervisor and used for the
purposes of accreditation in respect of an employee’s performance review and
promotional aspirations.
24.1
An employee shall be paid his/her wages fortnightly
on any week day and such wages, including payment for any absences authorised by
this award, shall be paid no later than four clear days after the end of the pay
period in respect of which they have become due.
(a)
Wages shall be paid by electronic funds transfer
during working hours provided that wages made by electronic funds transfer shall
be credited to an employee’s bank account without cost to the employee at the
time of transfer.
(b)
Standard payroll deductions will be made on a basis
authorised by employees.
24.2
By agreement made with the employees’
representatives, the employer may change the pay day or pay period providing
that no employee shall suffer any financial disadvantage as a result of the
change.
24.3
When in accordance with a notice of termination of
employment as provided by this award an employee’s employment is terminated
during the course of a week, all money due to them shall be paid at the
termination of their employment.
24.5
Should the employer fail to forward all wages due
within the time prescribed in clause 24.4 above, the employer shall,
for each subsequent working day upon which he/she fails to forward such wages,
pay to the employee a full day’s pay. Provided that where the employee’s right
to pay or the amount thereof is disputed this subclause shall not, in respect of
the amount in dispute only, commence to apply until such dispute has been
resolved by such other authority as may be involved. Clause 24.4 shall apply to any amount
which is not in dispute.
25.1
Superannuation legislation
(a)
Superannuation legislation, including the
Superannuation Guarantee (Administration)
Act 1992 (Cth), the Superannuation
Guarantee Charge Act 1992 (Cth), the
Superannuation Industry (Supervision) Act 1993 (Cth) and the
Superannuation (Resolution of Complaints) Act 1993 (Cth), deals with
the superannuation rights and obligations of employers and employees. Under
superannuation legislation individual employees generally have the opportunity
to choose their own superannuation fund. If an employee does not choose a
superannuation fund, any superannuation fund nominated in the award covering the
employee applies.
(b)
The rights and obligations in these clauses
supplement those in superannuation legislation.
An employer must make
such superannuation contributions to a superannuation fund for the benefit of an
employee as will avoid the employer being required to pay the superannuation
guarantee charge under superannuation legislation with respect to that employee.
25.3
Voluntary employee contributions
(c)
The employer must pay the amount authorised under
clauses
25.3(a) or (b) at no later than 28 days after the end of the month in which the
deduction authorised under clauses 25.3(a) or (b) was made.
25.4
Superannuation fund
Unless, to comply
with superannuation legislation, the employer is required to make the
superannuation contributions provided for in clause 25.2 to another superannuation fund that is chosen by the employee,
the employer must make the superannuation contributions provided for in clause
25.2 and pay the amount authorised under clauses 25.3(a) and 25.3(b) to one of the following superannuation funds or its successor:
(a)
Media Super; or
(b)
Australian Super; or
(c)
Any superannuation fund to which the employer was
making superannuation contributions for the benefit of its employees before 12
September 2008, provided the superannuation fund is an eligible choice fund and
is a fund that offers a My Super product or is an exempt public sector scheme;
or
(d)
A superannuation fund or scheme which the employee
is a defined benefit member of.
25.5
The employer shall make contributions as follows in
respect of each employee who is a defined benefit member of a superannuation
fund or scheme:
(a)
Non-contributory membership of a superannuation fund or
scheme the employee is a defined benefit member of
Contributions by the
employer will be made in accordance with the requirements of the
Superannuation Guarantee (Administration)
Act 1992 and the Superannuation
Guarantee Charge Act 1992 and associated regulations as amended from time to
time.
(b)
Contributory membership of a superannuation fund or
scheme the employee is a defined benefit member of
The employer will
pay an additional contribution equal to 3% of wages (as defined in the Rules of
the fund), and pay whatever additional contributions are required for the
employer-funded defined benefits provided by the fund, in accordance with the
Rules of the fund and to comply with legislation.
25.6
Absence from work
Subject to the governing rules of the relevant superannuation
fund, the employer must also make the superannuation contributions provided for
in clause
25.2 and pay the amount
authorised under clauses
25.3(a) or 25.3(b) while the employee is on
any paid leave.
26.
Ordinary hours of work and rostering
26.1
Hours of work—Day workers
The ordinary hours of work, exclusive of meal breaks shall not
exceed an average of 38 hours per week over a work cycle of four weeks.
26.2
Day work—spread of hours
(a)
Day work
Day work is work performed between the hours of 7 am and 6 pm
except as provided for in clause 26.5.
(b)
Summer time
Despite anything elsewhere contained in this award, in any
area where by reason of the legislation of the State of Victoria summer time
is prescribed as being in advance of the standard time of that State, the length
of any shift shall be deemed to be the number of hours represented by the
difference between the time recorded by the clock at the beginning of the shift
and the time so recorded at the end thereof, the time of the clock in each case
to be set to the time fixed pursuant to State legislation. The expressions
standard time and summer time shall bear the same meaning as prescribed by the
relevant State legislation.
26.3
Ordinary hours and weekend work
The ordinary hours of work shall be worked on not more than
five days Monday to Friday inclusive of each week. Where agreement exists
through the JUMWG and between the employer, the union or unions and the majority
of employees in the work section or sections concerned, the ordinary hours of
work may be arranged on any day of each week including Saturday and Sunday.
26.4
Wash-up time
An employee shall be allowed 10 minutes prior to ceasing work
for the day to wash and change clothes.
(a)
The ordinary hours of day work shall not exceed 10
hours on any day. In any arrangement of ordinary hours where the ordinary hours
are to exceed eight on any day, the arrangement of hours shall be subject to
agreement between the employer and the majority of employees in the plant or
work section or sections concerned;
(b)
Where agreement exists through the JUMWG and between
the employer, the union or unions and the employees in the work section or
sections concerned, day work may be performed between the hours of 7 am and 7 pm
where the ordinary hours of day work exceed eight hours and do not exceed 12
hours a day, subject to the arrangements listed in clause 27.4.
26.6
Fixation and Change of Hours
The hours of work performed between the hours of 7 am and 6 pm
and subject to clauses
26.1—Hours of work—day workers
and
28.1—Meal breaks, including the
meal period of each employee shall be determined by the employer provided that:
(a)
The employer shall not alter the usual hours of any
employee unless and until that employee has had one week’s notice of the
alteration which is to be made. Any alteration to the normal start and finish
times for individuals or groups will operate on a volunteer basis where
possible; and
(b)
Any alterations to the duration and/or the usual
commencing time of the meal break of employee should be made only as provided
for in clause
28.1—Meal breaks of this award.
The daily working hours of each work room, including the meal
period and the name and working hours of each employee employed in that work
room whose hours differ there from, shall be posted and conspicuously displayed
in such work room.
26.8
Savings
(a)
Nothing in this clause shall serve to increase the
existing hours of work for employees engaged as at November 1990 and prior to
the commencement of this award.
(b)
Such employees who worked a 35 hour week as of
November 1990 shall continue to work in accordance with the hours of work
provisions that applied to them prior to the commencement of this award.
(a)
For employees working an average 38 hour week, the
standard ordinary hours shall be worked as a nineteen day four-week cycle of
eight hours per day with 0.4 hours of each day worked accruing as an entitlement
to a rostered day off between Monday and Friday in each four-weekly cycle
subject to clauses
26.9(b) and
26.9(c).
(b)
Employees will be rostered off in either of the
following ways:
(d)
The pay rates for all employees, shall be averaged
over the full four-weekly cycle to avoid fluctuations in weekly wage payments.
(e)
In the event that a rostered day falls on a public
holiday or because of exceptional circumstances, an employee is required to work
on his/her rostered day off, such rostered day shall be:
(i)
rescheduled to another mutually convenient day
within the current work cycle;
(ii)
allowed to accumulate to the next four-weekly cycle;
however, no more than two rostered days will be permitted in any four-weekly
cycle.
(f)
An adjustment to pay will be made in respect of any
employee who joins or leaves the employer’s service during a four weekly cycle
to compensate for credits earned/rostered days taken during that cycle.
(g)
Sickness on a rostered day is to be considered in
the same manner as sickness on a weekend i.e. there will be no substitution for
another day off.
(h)
Parental leave, all types of leave without pay and
long service leave do not accrue 0.4 hours per day towards a rostered day off
and are considered inclusive of rostered days off.
(i)
When an employee is absent from duty for a whole day
he/she will not accrue a credit because he/she would not have worked ordinary
hours that day in excess of 7 hours 36 minutes for which he/she would otherwise
have been paid. Consequently, during the week of the work cycle he/she is to
work less than 38 ordinary hours he/she will not be entitled to average pay for
that week. In that week, the average pay will be reduced by the amount of the
credit he/she does not accrue for each whole day during the work cycle he/she is
absent.
(ii)
The
amount by which an employee’s average weekly pay will be reduced when he/she is
absent from duty (other than on annual leave, long service leave, public
holidays, paid sick leave, workers’ compensation, bereavement leave or jury
service) is to be calculated as follows:
Total of credits not accrued during cycle |
x |
average weekly pay |
|
|
38 |
(i)
Savings
Nothing in this clause shall serve to diminish the RDO
arrangements applying to employees working a 35 hour week prior to the
commencement of this award.
27.1
Definitions
For the purpose of this clause:
(a)
Morning shift means any work commencing at or
after 5.00 am and prior to 7.00 am.
(b)
Afternoon shift means any shift finishing
after 6.00 pm and at or before midnight;
(c)
Night shift
means:
(i)
any shift finishing after midnight and at or before
7.00 am for non-continuous shiftworkers; and
(ii)
any shift finishing after midnight and at or before
8.00 am for continuous shiftworkers;
(d)
Continuous shift work means work carried on
with consecutive shifts of employees throughout the 24 hours of each of not more
than five consecutive days, Monday to Friday, inclusive, without interruption
except during break-downs or meal breaks or due to unavoidable causes beyond the
control of the employer.
(e)
Alternating shift work means shift work which
rotates or alternates between morning shift/day work and/or afternoon shift work
and night shift work.
Alternating shift work hours for
alternating morning and afternoon shifts will be 6.00 am to 2.30 pm and 2.20 pm
to 10.50 pm.
An employee who is on morning shift,
afternoon shift or a night shift which rotates with or alternates with day work
and/or an afternoon shift shall, in addition to the day work wage by this award
prescribed for the work that he/she performs, be paid 20%of that day work wage.
(a)
An employee who:
(i)
during a period of engagement on a shift, works
night shift only; or
(ii)
remains on night shift for a longer period than four
consecutive weeks; or
(iii)
works on a night shift which does not rotate or
alternate with another shift or with day work shall, during such engagement
period or cycle, be paid for all time worked during ordinary working hours on
such night shift at 30% in addition to the day work wage prescribed by this
award for the work that he/she performs.
(b)
The relevant shift allowance prescribed by this
clause for a shiftworker shall be part of their weekly wage for the purpose of
calculating the appropriate overtime rate payable in accordance with clauses
27—Shift work and
29—Overtime.
27.3
Ordinary hours shift work
(a)
The ordinary hours of work for a shiftworker shall
not exceed eight hours a day Monday to Friday inclusive and shall not exceed 38
hours in any week. Work by a night shiftworker commencing on a Friday may
continue into the Saturday for the remaining ordinary hours of work which
commenced on the Friday.
(b)
Where agreement exists through the JUMWG and between
the employer and the union or unions and the majority of employees in the
section or sections concerned, the ordinary hours of work may be arranged on any
day of the week including Saturday and Sunday.
27.4
Extended hours shift work
(a)
The ordinary hours of shift work shall not exceed 10
hours on any day. In any arrangement of ordinary hours where the ordinary hours
are to exceed eight on any shift, the arrangement of hours shall be subject to
agreement between the employer and the majority of employees in the plant or
work section or sections concerned, and
(b)
Where agreement exists through the JUMWG and between
the employer, the union or unions and the majority of the employees in the
section or sections concerned, extended shift work hours not exceeding 12 hours
per day may be worked provided that:
(i)
agreement is reached through the JUMWG and between
the employer, the union or unions and the majority of employees on any
appropriate rates to apply to extended shifts and not exceeding 12 hours per
day.
(ii)
suitable roster arrangements are made.
(iii)
proper supervision of work and safety is provided in
terms of Commonwealth and State legislation.
27.5
Fixation and change of hours
(i)
the employer shall not alter the usual daily working
hours of any employee unless and until they have had one week’s notice of the
alteration which is to be made; and
(ii)
any alteration to the duration and/or the usual
commencing time of the meal period of employees shall be made only as provided
in this award.
(b)
Working hours fixed pursuant to this clause shall
not be changed until at least one week after such fixation has been in actual
operation. Should any alteration of the working hours be effected other than in
accordance with clause
27.5(a), the employee shall be
paid double time for all time worked outside of his/her ordinary hours.
27.6
Change of working periods
(a)
An employee who during the course of a week’s work
is transferred from day work to night shift or from night shift to day work
shall, without loss of pay, be allowed at least ten hours’ break between the
time of finishing of his/her day work and the time of commencing his/her night
shift or from the time of finishing his/her night shift and the time of
commencing his/her day work, as the case may be. If such a ten hour break is not
allowed the employee shall be paid double time for all hours worked by him/her
until he/she has had such ten hours’ break.
(b)
An employee shall not be transferred from day work
to night shift or vice versa more than once in a working week.
(c)
This clause shall, with the necessary changes, apply
to any employee changed from day work to shift work or from shift work to day
work or from one shift to another shift.
27.7
Shiftworkers not to work alone
The employer shall not require or
permit a shiftworker to work before 7.00 am or after 6.30 pm in connection with
power-driven machinery (except floor cleaning or floor polishing appliances) or
corrosive acids or poisonous substances unless they work within normal sight or
hearing of at least one other person.
27.8
Meal break—continuous shift work
An employee on continuous shift work
shall, during the shift take a meal break of 30 consecutive minutes. The break
shall be counted as time worked and paid as such.
27.9
Posting of working hours
Notice of daily working hours shall be
posted in accordance with clause
26.7.
(a)
The time allowed for a meal break shall be 30
minutes.
(c)
The usual time of an employee’s meal period may be
altered:
(i)
By the employer after the employee has had one
week’s notice of the alteration which is to be made; or
(ii)
By the employer acceding to a request by an employee
that he/she desires a change in order to attend to some business arrangement,
domestic or other personal necessity, in which case notice of alteration shall
not be required; or
(iii)
By the employer where a change is necessary in order
to meet an operational requirement and/or for continuous running of a machine,
in which case notice of alteration shall not be required. Such change shall not
be effected in circumstances where the employee has an existing commitment that
prevents the meal period being altered.
(d)
Subject to the provisions of clause
28.1(b) an employee employed as a
regular maintenance person shall work during meal breaks at ordinary time,
whenever instructed to do so for the purpose of making good breakdowns of plant
or upon routine maintenance of plant which can be done only while such plant is
idle.
(e)
The duration and time of day of the usual and actual
meal period of an employee determined in pursuance of this clause shall be shown
in the employer’s time and wages records.
(f)
Nothing in this clause shall serve to decrease the
meal break that applied to employees engaged as of September 1990 and prior to
the commencement of this award.
28.2
Rest breaks
There shall be a rest interval of ten minutes each working day
for each employee, the time to be fixed by the employer between the 2nd and 3rd
hour from the commencement of work, such time to count as time worked. A rest
break of ten minutes under the same conditions shall be available to
shiftworkers.
29.1
All overtime earnings of an employee shall be paid
in full, and no deduction shall be made from such overtime earnings by reason of
any time not worked by such employee.
29.2
Weekly workers
All duties performed by a weekly worker in excess or outside
the hours mentioned in clauses 26.1—Hours of work—day workers
or
27.3 of this award, as the case
may be, or in excess of his/her ordinary working hours shall be overtime, and
shall be paid for at the rate of time and one half for the first two hours and
double time thereafter.
29.3
Overtime on a Saturday or a Sunday
(b)
A weekly employee who has been notified that he/she
will be required to work on a Saturday (not being work which is continuous with
work which commenced on a Friday or continuous with ordinary hours on a Saturday
or Sunday) or on a Sunday and so reports for work and is ready, willing and able
to perform such work shall be provided with at least four hours’ work or at
least four hours pay at double time.
(c)
Except as otherwise provided in clause 27—Shift work, the provisions
of this clause shall apply to a shiftworker other than a 7 day continuous
shiftworker provided that a shiftworker required to work on a Saturday
immediately after the finishing time of his/her ordinary working hours which
commenced on a Friday shall be paid in accordance with clause
29.3(a).
29.4
Work on a holiday
An employee other than a 7 day continuous shiftworker,
required to work on a holiday shall be paid pursuant to clause 35.5 of this award.
29.5
Meal (crib) period during overtime
(a)
An employee working overtime shall be allowed a crib
time of 20 minutes without deduction of pay after each four hours of overtime
worked if the employee continues work after such crib time.
(b)
Unless the period of overtime is less than one and a
half hours, an employee, before starting overtime after working ordinary hours,
or before starting ordinary hours after working overtime, shall be allowed a
meal break of 20 minutes which shall be paid at ordinary rates. The employer and
employee may agree to any variation of this provision to meet the circumstances
in hand provided that the employer shall not be required to make any payment in
respect of any time allowed in excess of 20 minutes.
(c)
An employee not engaged on continuous work working
on a Saturday, Sunday or public holiday shall be allowed a crib time of 20
minutes without deduction of pay after each four hours of work, if the employee
continues work after such crib time. Where a day worker is required to work on a
Saturday, Sunday or public holiday the first prescribed crib time shall, if
occurring between 10.00 am and 1.00 pm, be paid at ordinary rates.
(d)
Where overtime is worked before the ordinary hour of
commencing work and such overtime is of one and a half hours or more the
employee shall, within four hours of the commencement of such overtime, be
required to take a paid crib break of 20 minutes. Nothing in this clause shall
in any way affect the taking by the employee of his ordinary meal period
prescribed by clause
28.1—Meal breaks of this award.
29.6
Meal allowance
The circumstances under which a meal allowance shall be
payable to employees working overtime are set out in clause 21.4—Meal allowance.
29.7
Break between working periods
(a)
36 break: An employee, other than a 7 day continuous
shiftworker, who is required to work more than six consecutive days if a day
work employee or six consecutive shifts if a shift work employee without a clear
interval from work of 36 hours after the sixth day or shift shall be paid double
time or double rate for all work performed by him/her after the sixth day or
shift until he/she shall have had such clear interval of 36 hours. If an
employee is stood off for any period during the ordinary working week in order
to allow a 36 hour break there shall be no reduction in their weekly wage.
(b)
Ten-hour break: An employee other than a 7 day
continuous shiftworker who has worked overtime shall be informed that he/she is
entitled to and be granted a break of at least ten hours between the time of
finishing work and the time when he/she next commences work, and no deductions
shall be made from their pay because of any time lost by reason of such break.
Where the employee is required to work before he/she has completed the break of
ten hours he/she shall be paid double time or double rate for all the time
worked by him/her until he/she shall have had a break of at least ten hours.
29.8
Limitation of overtime
The employer shall not require or permit an employee to work
overtime in connection with power-driven machinery (except floor cleaning or
floor polishing appliances), corrosive acids or poisonous substances unless
he/she works within normal sight or hearing of at least one other person.
Part
5—Leave and Public Holidays
30.1
Annual leave is provided for in the NES.
30.4
Annual leave loading
Employees other than 7 day continuous shiftworkers covered by
this award will receive a payment for annual leave loading in terms of the
following provisions:
(a)
The amount payable for annual leave loading cannot
exceed the leave loading payable under clauses
30.4(b) and (c) in respect of the maximum
weekly rates applicable under the Qualified pay stream Level 8.
Day workers will be paid a sum equal to 17.5% of their weekly
wage as at 31 December in the year in which the annual leave accrued.
Shiftworkers will be entitled to receive whichever is the
greater of the amount payable based on clause
30.4(b) above or the shift
allowance and penalty payments he/she would have received had he/she not been on
leave during the relevant period.
30.5
Payment in lieu prohibited
Except as provided in clause 30.3 hereof, payment
shall not be made or accepted in lieu of annual leave.
30.6
Leave allowed before due date
The employer may allow annual leave to an employee before the
right thereto has accrued, but where this occurs a further period of annual
leave shall not accrue until the expiration of the 12 months relating to this
approved annual leave. When leave has been granted to an employee pursuant to
this sub-section, and the employee subsequently leaves or is terminated by the
employer before completing the 12 months’ continuous service for which leave was
granted, the employer may, for each complete month of the qualifying period of
12 months not served by the employee, deduct from whatever is payable to the
employee upon termination, one 12th of the amount of wages paid on account of
the annual leave, which shall not include any sums paid for any of the holidays
prescribed by clause
35—Public holidays.
30.7
Annual closure
(a)
The employer may impose a total or part plant
closure to be continuous with Christmas and Easter public holidays provided that
at least 4 months’ notice is given of each such intended closure.
(b)
The amount of annual leave so used during such
closures shall not exceed 10 days in any calendar year.
(c)
Annual leave not used for enforced closures may be
retained for a period no longer than 15 months after the completion of the
calendar year in which it has accrued. Annual leave will be taken at a time or
times agreed between the employer and the employee, or failing agreement at a
time determined by the employer provided at least four weeks’ notice is given to
the employee.
30.8
Illness/bereavement/jury service during annual leave
(a)
Where an employee is ill during annual leave and a
medical certificate or statutory declaration substantiating the illness is
produced, annual leave will be reinstated for the relevant period of the
illness.
(b)
Similarly, annual leave will be reinstated to an
employee for compassionate leave of three working days or more provided the
provisions of clause
31.12—Compassionate leave are
satisfied.
(c)
Subject to clause 32.2—Jury service where an
employee is summoned for jury service during annual leave, such annual leave
will be reinstated for the period of such attendance.
31.
Personal/carer’s leave and compassionate leave
31.1
Personal/carer’s leave and compassionate leave are
provided for in the NES.
31.3
Amount of paid personal leave
(a)
Paid personal leave is available to an employee,
other than a casual employee, when they are absent:
·
due to personal illness or injury;
·
for the purposes of caring for an immediate
family or household member who is sick and requires the employee’s care and
support or who requires care due to an unexpected emergency.
(b)
The employee shall be entitled to a personal leave
entitlement of 15 days in any one year of service.
(c)
Where the current’s year personal leave entitlement
has been exhausted the employee is entitled to use any personal leave
accumulated under clause
31.4.
(d)
Pro rata sick leave shall be granted to an employee
with less than one year’s service, provided that no employee shall be granted
more than five days’ paid personal leave before the completion of three months’
service.
31.4
Accumulation of personal leave
Personal leave accrues by the lesser
of:
·
15 days less the number of days of personal leave
taken during the years or:
·
the balance of the year’s unused personal leave.
31.5
The effect of workers’ compensation
The employee shall not be entitled to
paid leave of absence for any period in respect of which the employee is
entitled to workers’ compensation. Award employees shall be entitled to the
provision of workers compensation in terms of The Commonwealth Employees
Rehabilitation Compensation Act 1988 as administered by Comcare.
31.6
Personal leave for personal injury or sickness
Full-time employees may take up to the
full amount of their personal leave for the purposes of personal illness or
injury, subject to the conditions set out in this clause.
31.7
Personal leave to care for an immediate family or
household member
(a)
Subject to clauses
31.7(b) and
31.7(c), a full-time employee is entitled to use their personal leave to
care for members of their immediate family or household who are sick and require
care and support or who require care due to an unexpected emergency.
(b)
The entitlement in clause
31.7(c) is subject to the employee being responsible for the care and
support of the person concerned. In normal circumstances an employee is not
entitled to take leave for this purpose where another person has taken leave to
care for the same person.
(c)
Except as provided for in clause
31.7(d), not more than 76 hours of personal leave can be used in a year
by an employee for the purposes set out in clause
31.7(a).
(i)
These limits apply to the employee’s total accrued
personal leave which includes any untaken personal leave from the current year’s
entitlement and any untaken personal leave which has accumulated from previous
years.
(d)
By agreement between an employer and an individual
employee, the employee may access an additional amount of their accrued personal
leave for the purposes set out in clause
31.7(a), beyond the relevant limit set out in clause
31.7(c). In such circumstances, the employer and the employee shall
agree upon the additional amount that may be accessed.
31.8
Employee must give notice
(a)
When an employee is taking personal leave, the
employees shall, as soon as reasonably practicable and during the ordinary hours
on the first day or shift, inform the employer of their inability to attend for
duty and the estimated duration of the absence.
(b)
If it is not reasonably practicable to inform the
employer during the ordinary hours of the first day or shift, the employee shall
inform the employer within 24 hours of the absence.
31.9
Evidence supporting claim
(a)
When taking leave for personal illness or injury,
the employee may require a medical certificate, statutory declaration or other
satisfactory evidence regarding paid personal leave. However, any absence over
eight days per year will require a medical certificate.
(b)
When taking leave to care for members of their
immediate family or household who are sick and require care and support or
require care due to an unexpected emergency, the employee must, if required by
the employer, establish by production of documentation acceptable to the
employer or a statutory declaration, the nature of the illness or emergency and
that such illness or emergency resulted in the person concerned requiring care
by the employee.
31.10
Personal leave and other leave
(a)
Personal leave and RDOs
An employee who is ill on a rostered
day off (RDO), will be unable to claim personal leave for the day which will be
treated as a RDO.
(b)
Personal leave and annual leave
If an employee is ill while on annual
leave and produces at the time, satisfactory medical evidence, then they may be
granted, at a time convenient to the employer, additional leave equivalent to
the period of illness and the absence will be recorded as personal leave
provided that the employee:
(i)
has sufficient personal leave credits;
(ii)
at the time of obtaining the medical certificate is
confined to their home or residence and the medical certificate so indicates.
(c)
Personal leave and long service leave
Where an employee is ill during long
service leave, this leave will be reinstated, subject to the provision of a
medical certificate or statutory declaration substantiating the illness.
31.11
Unpaid personal leave
Where an employee has exhausted all
paid personal leave entitlements, they are entitled to take unpaid personal
leave to care for members of their immediate family or household who are sick
and require care and support or who require care due to an unexpected emergency.
The employer and the employee shall agree on the period. In the absence of
agreement, the employee is entitled to take up to two days (up to a maximum of
16 hours) of unpaid leave per occasion, provided the requirements of clauses
31.8 and
31.9 are met.
(a)
In the event of death of a member of an employee’s
immediate family, an employee shall be entitled to up to three days, or up to
five days where long distance travelling is involved, without loss of pay on
each occasion and on production of satisfactory evidence of death.
(b)
An employee may take unpaid compassionate leave by
agreement with the employer.
32.1
Community service leave is provided for in the NES.
(a)
An employee required to attend for jury service
during his/her ordinary hours shall be reimbursed by the employer an amount
equal to the difference between the amount paid in respect of his/her attendance
for such jury service and the amount paid in respect of hours he/she would have
worked had he/she not been on jury service.
(b)
The employee shall give the employer proof of
his/her attendance, the duration of such attendance and the amount received in
respect of such jury service.
(c)
The employee shall notify the employer with as much
advance notice as possible of the date he/she is required to attend for jury
service.
33.1
On application, leave without pay is available at
the employer’s discretion subject to the needs and convenience of the
organisation. It will not be granted where accrued annual leave exists, and
annual leave, long service leave and rostered days off will themselves not
accrue during leave without pay. An employee absent on leave without pay will
not be eligible for payments in respect of public holidays or rostered days
falling within the period of leave without pay.
33.2
Employees on leave without pay in excess of one
month will have their salary progression date deferred by the amount of leave
without pay taken, assuming all other progression criteria are satisfied. Where
a member of staff resigns within three months of taking leave without pay, long
service leave gratuity payments and leave loading payments will be calculated on
the salary operating prior to the commencement of the leave.
34.1
Parental leave is provided for in the NES
34.2
This clause supplements the entitlements provided
for in the NES and provides for paid parental leave.
(a)
For females, maternity leave may be taken, which
includes 14 weeks’ paid confinement leave.
(b)
For males, paternity leave may be taken, which
includes one week’s paid leave in addition to a maximum of 52 weeks’ unpaid
leave.
(c)
Adoption leave may be taken by any employee, and
includes six weeks’ paid leave in the maximum of 52 weeks’ leave where the child
is less than 12 months.
34.3
Communication during parental leave
(i)
make information available in relation to any
significant effect the change will have on the status or responsibility level of
the position the employee held before commencing parental leave; and
(ii)
provide an opportunity for the employee to discuss
any significant effect the change will have on the status or responsibility
level of the position the employee held before commencing parental leave.
(b)
The employee shall take reasonable steps to inform
the employer about any significant matter that will affect the employee’s
decision regarding the duration of parental leave to be taken, whether the
employee intends to return to work and whether the employee intends to request
to return to work on a part-time basis.
(c)
The employee shall also notify the employer of
changes of address or other contact details which might affect the employer’s
capacity to comply with clause
34.3(a).
35.1
Public holidays are provided for in the NES.
·
New Year’s Day,
·
Good Friday,
·
Easter Saturday,
·
Easter Monday,
·
Christmas Day and
·
Boxing Day.
(b)
The following days, as prescribed in the State of
Victoria:
·
Australia Day,
·
Anzac Day,
·
Queen’s Birthday and
·
Labour Day
and an additional day observed as Melbourne Cup Day.
(c)
Where in the State of Victoria, public holidays are
declared or prescribed on days other than those set out in clauses
35.2(a) and
35.2(b) above, those days shall
constitute additional holidays for the purpose of this clause.
(d)
An employee shall be entitled to be absent from
their employment without deduction of pay on any day observed as a Bank Holiday
in the City of Melbourne.
35.3
Substitution of public holidays
(a)
Substitute days may also be taken in lieu of public
holidays listed in this clause. Where substitute days are provided, the day on
which the holiday actually falls shall not be deemed to be a public holiday.
(b)
When Christmas Day is a Saturday or Sunday, a
holiday in lieu thereof shall be observed on 27 December.
(c)
When Boxing Day is a Saturday or Sunday, a holiday
in lieu thereof shall be observed on 28 December.
(d)
When New Year’s Day or Australia Day is a Saturday
or Sunday, a holiday in lieu thereof shall be observed on the next Monday.
(e)
By agreement between the employer, the Joint Union
Working Group and the majority of employees in a particular section or sections
concerned other days may be substituted for any of the days or substituted days
provided for in clause
35.2.
35.4
Payment for holidays
The wage payable under this clause to a weekly employee, other
than a 7 day continuous shiftworker, when that employee is absent from work on a
public holiday which occurs on an ordinary working day, shall be one fifth of
their ordinary weekly wage for each such holiday.
(a)
An employee who has been notified that he/she will
be required to work on a public holiday and reports for work and is ready,
willing and able to perform the work for which he/she has been notified shall be
provided with at least four hours’ work or at least four hours' pay at the rate
prescribed by this award.
(b)
Where an employee works on a public holiday which
occurs on an ordinary working day, he/she shall receive their ordinary pay for
that holiday and in addition shall be paid for the work which he/she performs at
the rate of time and one-half of their ordinary weekly wage.
(c)
An employee who works on a holiday within the hours
of their ordinary working day and works on such holiday before the ordinary hour
of commencing work or after the ordinary hour of finishing work shall be paid at
the rate of two and one-half times the ordinary time work rate for the hours
worked before the ordinary hour of commencing work or after the ordinary hour of
finishing work.
35.6
Easter Saturday
(a)
An employee who is required to work on Easter
Saturday shall be paid at the rate of double time and one half for all work done
by him/her. In the event of insufficient work being provided to keep an employee
continually employed for a minimum of four hours he/she shall be paid for any
non-working time in that four-hour period at the rate of double time and one
half of the time worker’s ordinary hourly rate.
(b)
This clause shall, with the necessary changes, apply
to an employee on day work or shift work, as the case may be.
35.7
When holiday to be taken
The holidays specified in clause 35.2 shall be taken as follows:
(a)
for a day work employee, a morning shift employee,
or an afternoon shift employee –- the day on which the holiday is observed;
(b)
for a night shift employee – the night of the day on
which the holiday is observed, except where the employer and the majority of
employees working night shift in the establishment shall agree that the holiday
shall be taken on the eve of the day on which the holiday is observed. The
holiday for a night shiftworker shall be one night off work with pay comprising
the consecutive hours for the work for that night.
Schedule A—Supported
Wage System
A.1
This schedule defines the conditions which will
apply to employees who because of the effects of a disability are eligible for a
supported wage under the terms of this award.
A.2
In this schedule:
Approved assessor
means a person accredited by the management unit established by the Commonwealth
under the supported wage system to perform assessments of an individual’s
productive capacity within the supported wage system
Assessment instrument
means the tool provided for under the supported wage system that records the
assessment of the productive capacity of the person to be employed under the
supported wage system
Disability support
pension means the Commonwealth pension scheme to provide income security for
persons with a disability as provided under the
Social Security Act 1991 (Cth), as amended from time to time, or any
successor to that scheme
Relevant minimum wage
means the minimum wage prescribed in this award for the class of work for which
an employee is engaged
Supported wage system
(SWS) means the Commonwealth Government system to promote employment for people
who cannot work at full award wages because of a disability, as documented in
the Supported Wage System Handbook. The Handbook is available from the following
website:
www.jobaccess.gov.au
SWS wage assessment
agreement means the document in the form required by the Department of
Education, Employment and Workplace Relations that records the employee’s
productive capacity and agreed wage rate
A.3
Eligibility criteria
A.3.1
Employees covered by this schedule will be those who
are unable to perform the range of duties to the competence level required
within the class of work for which the employee is engaged under this award,
because of the effects of a disability on their productive capacity and who meet
the impairment criteria for receipt of a disability support pension.
A.3.2
This schedule does not apply to any existing
employee who has a claim against the employer which is subject to the provisions
of workers compensation legislation or any provision of this award relating to
the rehabilitation of employees who are injured in the course of their
employment.
A.4
Supported wage rates
A.4.1
Employees to whom this schedule applies will be paid
the applicable percentage of the relevant minimum wage according to the
following schedule:
Assessed capacity (clause
A.5)
% |
Relevant minimum wage
% |
10 |
10 |
20 |
20 |
30 |
30 |
40 |
40 |
50 |
50 |
60 |
60 |
70 |
70 |
80 |
80 |
90 |
90 |
A.4.2
Provided that the minimum amount payable must be not
less than $82 per week.
A.4.3
Where an employee’s assessed capacity is 10%, they
must receive a high degree of assistance and support.
A.5.1
For the purpose of establishing the percentage of
the relevant minimum wage, the productive capacity of the employee will be
assessed in accordance with the Supported Wage System by an approved assessor,
having consulted the employer and employee and, if the employee so desires, a
union which the employee is eligible to join.
A.5.2
All assessments made under this schedule must be
documented in an SWS wage assessment agreement, and retained by the employer as
a time and wages record in accordance with the Act.
A.6
Lodgement of SWS wage assessment agreement
A.6.1
All SWS wage assessment agreements under the
conditions of this schedule, including the appropriate percentage of the
relevant minimum wage to be paid to the employee, must be lodged by the employer
with the Fair Work Commission.
A.6.2
All SWS wage assessment agreements must be agreed
and signed by the employee and employer parties to the assessment. Where a union
which has an interest in the award is not a party to the assessment, the
assessment will be referred by the Fair Work Commission to the union by
certified mail and the agreement will take effect unless an objection is
notified to the Fair Work Commission within 10 working days.
A.7
Review of assessment
The assessment of the applicable percentage should be subject
to annual or more frequent review on the basis of a reasonable request for such
a review. The process of review must be in accordance with the procedures for
assessing capacity under the supported wage system.
A.8
Other terms and conditions of employment
Where an assessment has been made, the applicable percentage
will apply to the relevant minimum wage only. Employees covered by the
provisions of this schedule will be entitled to the same terms and conditions of
employment as other workers covered by this award on a pro rata basis.
A.9
Workplace adjustment
An employer wishing to employ a person under the provisions of
this schedule must take reasonable steps to make changes in the workplace to
enhance the employee’s capacity to do the job. Changes may involve re-design of
job duties, working time arrangements and work organisation in consultation with
other workers in the area.
A.10
Trial period
A.10.1
In order for an adequate assessment of the
employee’s capacity to be made, an employer may employ a person under the
provisions of this schedule for a trial period not exceeding 12 weeks, except
that in some cases additional work adjustment time (not exceeding four weeks)
may be needed.
A.10.2
During that trial period the assessment of capacity
will be undertaken and the percentage of the relevant minimum wage for a
continuing employment relationship will be determined.
A.10.3
The minimum amount payable to the employee during
the trial period must be no less than $82 per week.
A.10.4
Work trials should include induction or training as
appropriate to the job being trialled.
A.10.5
Where the employer and employee wish to establish a
continuing employment relationship following the completion of the trial period,
a further contract of employment will be entered into based on the outcome of
assessment under clause A.5.
Schedule B—School-based
Apprentices
B.1
This schedule applies to school-based apprentices. A
school-based apprentice is a person who is undertaking an apprenticeship in
accordance with this schedule while also undertaking a course of secondary
education.
B.2
A school-based apprenticeship may be undertaken in
the trades covered by this award under a training agreement or contract of
training for an apprentice declared or recognised by the relevant State or
Territory authority.
B.3
The
relevant minimum wages for full-time junior and adult apprentices provided for
in this award, calculated hourly, will apply to school-based apprentices for
total hours worked including time deemed to be spent in off-the-job training.
B.4
For the purposes of clause B.3, where an apprentice is a
full-time school student, the time spent in off-the-job training for which the
apprentice must be paid is 25% of the actual hours worked each week on-the-job.
The wages paid for training time may be averaged over the semester or year.
B.5
A school-based apprentice must be allowed, over the
duration of the apprenticeship, the same amount of time to attend off-the-job
training as an equivalent full-time apprentice.
B.6
For the purposes of this schedule, off-the-job
training is structured training delivered by a Registered Training Organisation
separate from normal work duties or general supervised practice undertaken on
the job.
B.7
The duration of the apprenticeship must be as
specified in the training agreement or contract for each apprentice but must not
exceed six years.
B.8
School-based apprentices progress through the
relevant wage scale at the rate of 12 months progression for each two years of
employment as an apprentice or at the rate of competency-based progression, if
provided for in this award.
B.9
The apprentice wage scales are based on a standard
full-time apprenticeship of four years (unless the apprenticeship is of three
years duration) or stages of competency based progression, if provided for in
this award. The rate of progression reflects the average rate of skill
acquisition expected from the typical combination of work and training for a
school-based apprentice undertaking the applicable apprenticeship.
B.10
If an apprentice converts from school-based to
full-time, the successful completion of competencies (if provided for in this
award) and all time spent as a full-time apprentice will count for the purposes
of progression through the relevant wage scale in addition to the progression
achieved as a school-based apprentice.
B.11
School-based apprentices are entitled pro rata to
all of the other conditions in this award.
Schedule C—National
Training Wage
C.1
Title
This is the National Training Wage Schedule.
C.2
Definitions
In this schedule:
adult trainee is a
trainee who would qualify for the highest minimum wage in Wage Level A, B or C
if covered by that wage level
approved training
means the training specified in the training contract
Australian
Qualifications Framework (AQF) is a national framework for qualifications in
post-compulsory education and training
out of school
refers only to periods out of school beyond Year 10 as at the first of January
in each year and is deemed to:
(a)
include any period of schooling beyond Year 10 which
was not part of or did not contribute to a completed year of schooling;
(b)
include any period during which a trainee repeats in
whole or part a year of schooling beyond Year 10; and
(c)
not include any period during a calendar year in
which a year of schooling is completed
relevant State or
Territory training authority means the bodies in the relevant State or
Territory which exercise approval powers in relation to traineeships and
register training contracts under the relevant State or Territory vocational
education and training legislation
relevant State or
Territory vocational education and training legislation means the following
or any successor legislation:
Australian Capital Territory:
Training and Tertiary Education Act 2003;
New South Wales:
Apprenticeship and Traineeship Act 2001;
Northern Territory:
Northern Territory Employment and Training Act 1991;
Queensland: Vocational
Education, Training and Employment Act 2000;
South Australia:
Training and Skills Development Act 2008;
Tasmania: Vocational
Education and Training Act 1994;
Victoria: Education and
Training Reform Act 2006; or
Western Australia:
Vocational Education and Training Act 1996
trainee is an
employee undertaking a traineeship under a training contract
traineeship means a
system of training which has been approved by the relevant State or Territory
training authority, which meets the requirements of a training package developed
by the relevant Industry Skills Council and endorsed by the National Quality
Council, and which leads to an AQF certificate level qualification
training contract
means an agreement for a traineeship made between an employer and an employee
which is registered with the relevant State or Territory training authority
training package
means the competency standards and associated assessment guidelines for an AQF
certificate level qualification which have been endorsed for an industry or
enterprise by the National Quality Council and placed on the National Training
Information Service with the approval of the Commonwealth, State and Territory
Ministers responsible for vocational education and training, and includes any
relevant replacement training package
year 10 includes
any year before Year 10
C.3
Coverage
C.3.1
Subject to clauses C.3.2 to C.3.6 of this schedule,
this schedule applies in respect of an employee covered by this award who is
undertaking a traineeship whose training package and AQF certificate level is
allocated to a wage level by Appendix C1 to this schedule or by clause C.5.4 of this schedule.
C.3.3
This schedule does not apply to the apprenticeship
system or to any training program which applies to the same occupation and
achieves essentially the same training outcome as an existing apprenticeship in
an award as at 25 June 1997.
C.3.6
At the conclusion of the traineeship, this schedule
ceases to apply to the employee.
C.4
Types of Traineeship
The following types of traineeship are available under this
schedule:
C.4.1
a full-time traineeship based on 38 ordinary hours
per week, with 20% of ordinary hours being approved training; and
C.4.2
a part-time traineeship based on less than 38
ordinary hours per week, with 20% of ordinary hours being approved training
solely on-the-job or partly on-the-job and partly off-the-job, or where training
is fully off-the-job.
C.5
Minimum Wages
C.5.1
Minimum wages for full-time traineeships
(a)
Wage Level A
Subject to clause C.5.3 of this schedule, the
minimum wages for a trainee undertaking a full-time AQF Certificate Level I–III
traineeship whose training package and AQF certificate levels are allocated to
Wage Level A by Appendix C1 are:
|
Highest year of schooling
completed |
||
|
Year 10 |
Year 11 |
Year 12 |
|
per week |
per week |
per week |
|
$ |
$ |
$ |
School leaver |
302.20 |
332.80 |
396.50 |
Plus 1 year out of school |
332.80 |
396.50 |
461.40 |
Plus 2 years out of school |
396.50 |
461.40 |
537.00 |
Plus 3 years out of school |
461.40 |
537.00 |
614.80 |
Plus 4 years out of school |
537.00 |
614.80 |
|
Plus 5 or more years out of school |
614.80 |
|
|
(b)
Wage Level B
Subject to clause C.5.3 of this schedule, the
minimum wages for a trainee undertaking a full-time AQF Certificate Level I–III
traineeship whose training package and AQF certificate levels are allocated to
Wage Level B by Appendix C1 are:
|
Highest year of schooling
completed |
||
|
Year 10 |
Year 11 |
Year 12 |
|
per week |
Per week |
per week |
|
$ |
$ |
$ |
School leaver |
302.20 |
332.80 |
385.80 |
Plus 1 year out of school |
332.80 |
385.80 |
443.80 |
Plus 2 years out of school |
385.80 |
443.80 |
520.40 |
Plus 3 years out of school |
443.80 |
520.40 |
593.60 |
Plus 4 years out of school |
520.40 |
593.60 |
|
Plus 5 or more years out of school |
593.60 |
|
|
(c)
Wage Level C
Subject to clause C.5.3 of this schedule, the
minimum wages for a trainee undertaking a full-time AQF Certificate Level I–III
traineeship whose training package and AQF certificate levels are allocated to
Wage Level C by Appendix C1 are:
|
Highest year of schooling completed |
||
|
Year 10 |
Year 11 |
Year 12 |
|
per week |
per week |
per week |
|
$ |
$ |
$ |
School leaver |
302.20 |
332.80 |
385.80 |
Plus 1 year out of school |
332.80 |
385.80 |
434.30 |
Plus 2 years out of school |
385.80 |
434.30 |
485.20 |
Plus 3 years out of school |
434.30 |
485.20 |
540.60 |
Plus 4 years out of school |
485.20 |
540.60 |
|
Plus 5 or more years out of school |
540.60 |
|
|
(d)
AQF Certificate Level IV traineeships
(i)
Subject to clause C.5.3 of this schedule, the
minimum wages for a trainee undertaking a full-time AQF Certificate Level IV
traineeship are the minimum wages for the relevant full-time AQF Certificate
Level III traineeship with the addition of 3.8% to those minimum wages.
(ii)
Subject to clause C.5.3 of this schedule, the
minimum wages for an adult trainee undertaking a full-time AQF Certificate Level
IV traineeship are as follows, provided that the relevant wage level is that for
the relevant AQF Certificate Level III traineeship:
Wage level |
First year of traineeship |
Second and subsequent years of
traineeship |
|
per week |
per week |
|
$ |
$ |
Wage Level A |
638.50 |
663.20 |
Wage Level B |
616.00 |
639.70 |
Wage Level C |
560.60 |
581.80 |
C.5.2
Minimum wages for part-time traineeships
Subject to clauses
C.5.2(f) and C.5.3 of this schedule, the
minimum wages for a trainee undertaking a part-time AQF Certificate Level I–III
traineeship whose training package and AQF certificate levels are allocated to
Wage Level A by Appendix C1 are:
|
Highest year of schooling
completed |
||
|
Year 10 |
Year 11 |
Year 12 |
|
per hour |
per hour |
per hour |
|
$ |
$ |
$ |
School leaver |
9.94 |
10.96 |
13.05 |
Plus 1 year out of school |
10.96 |
13.05 |
15.19 |
Plus 2 years out of school |
13.05 |
15.19 |
17.66 |
Plus 3 years out of school |
15.19 |
17.66 |
20.21 |
Plus 4 years out of school |
17.66 |
20.21 |
|
Plus 5 or more years out of school |
20.21 |
|
|
(b)
Wage Level B
Subject to clauses
C.5.2(f) and C.5.3 of this schedule, the
minimum wages for a trainee undertaking a part-time AQF Certificate Level I–III
traineeship whose training package and AQF certificate levels are allocated to
Wage Level B by Appendix C1 are:
|
Highest year of schooling
completed |
||
|
Year 10 |
Year 11 |
Year 12 |
|
per hour |
per hour |
per hour |
|
$ |
$ |
$ |
School leaver |
9.94 |
10.96 |
12.70 |
Plus 1 year out of school |
10.96 |
12.70 |
14.60 |
Plus 2 years out of school |
12.70 |
14.60 |
17.13 |
Plus 3 years out of school |
14.60 |
17.13 |
19.54 |
Plus 4 years out of school |
17.13 |
19.54 |
|
Plus 5 or more years out of school |
19.54 |
|
|
(c)
Wage Level C
Subject to clauses
C.5.2(f) and C.5.3 of this schedule, the
minimum wages for a trainee undertaking a part-time AQF Certificate Level I–III
traineeship whose training package and AQF certificate levels are allocated to
Wage Level C by Appendix C1 are:
|
Highest year of schooling
completed |
||
|
Year 10 |
Year 11 |
Year 12 |
|
per hour |
per hour |
per hour |
|
$ |
$ |
$ |
School leaver |
9.94 |
10.96 |
12.70 |
Plus 1 year out of school |
10.96 |
12.70 |
14.28 |
Plus 2 years out of school |
12.70 |
14.28 |
15.95 |
Plus 3 years out of school |
14.28 |
15.95 |
17.78 |
Plus 4 years out of school |
15.95 |
17.78 |
|
Plus 5 or more years out of school |
17.78 |
|
|
(d)
School-based traineeships
Subject to clauses
C.5.2(f) and C.5.3 of this schedule,
the minimum wages for a trainee undertaking a school-based AQF Certificate
Level I–III traineeship whose training package and AQF certificate levels are
allocated to Wage Levels A, B or C by Appendix C1 are as follows when the
trainee works ordinary hours:
Year of schooling |
||
Year 11 or lower |
Year 12 |
|
per hour |
per hour |
|
$ |
$ |
|
9.94 |
10.96 |
|
(e)
AQF Certificate Level IV traineeships
(i)
Subject to clauses
C.5.2(f) and C.5.3 of this schedule, the
minimum wages for a trainee undertaking a part-time AQF Certificate Level IV
traineeship are the minimum wages for the relevant part-time AQF Certificate
Level III traineeship with the addition of 3.8% to those minimum wages.
(ii)
Subject to clauses
C.5.2(f) and C.5.3 of this schedule, the
minimum wages for an adult trainee undertaking a part-time AQF Certificate Level
IV traineeship are as follows, provided that the relevant wage level is that for
the relevant AQF Certificate Level III traineeship:
Wage level |
First year of traineeship |
Second and subsequent years of
traineeship |
|
per hour |
per hour |
|
$ |
$ |
Wage Level A |
21.00 |
21.82 |
Wage Level B |
20.24 |
21.03 |
Wage Level C |
18.44 |
19.15 |
(f)
Calculating the actual minimum wage
(i)
Where the full-time ordinary hours of work are not
38 or an average of 38 per week, the appropriate hourly minimum wage is obtained
by multiplying the relevant minimum wage in clauses
C.5.2(a)–(e) of this schedule by 38 and
then dividing the figure obtained by the full-time ordinary hours of work per
week.
(ii)
Where the approved training for a part-time
traineeship is provided fully off-the-job by a registered training organisation,
for example at school or at TAFE, the relevant minimum wage in clauses
C.5.2(a)–
(e) of this schedule applies to each ordinary hour worked by the
trainee.
(iii)
Where the approved training for a part-time
traineeship is undertaken solely on-the-job or partly on-the-job and partly
off-the-job, the relevant minimum wage in clauses
C.5.2(a)–(e) of this schedule minus 20%
applies to each ordinary hour worked by the trainee.
C.5.3
Other minimum wage provisions
(a)
An employee who was employed by an employer
immediately prior to becoming a trainee with that employer must not suffer a
reduction in their minimum wage per week or per hour by virtue of becoming a
trainee. Casual loadings will be disregarded when determining whether the
employee has suffered a reduction in their minimum wage.
(b)
If a qualification is converted from an AQF
Certificate Level II to an AQF Certificate Level III traineeship, or from an AQF
Certificate Level III to an AQF Certificate Level IV traineeship, then the
trainee must be paid the next highest minimum wage provided in this schedule,
where a higher minimum wage is provided for the new AQF certificate level.
The minimum wage for a trainee undertaking an AQF Certificate
Level I–III traineeship whose training package and AQF certificate level are not
allocated to a wage level by Appendix C1 is the relevant minimum wage under this
schedule for a trainee undertaking an AQF Certificate to Level I–III traineeship
whose training package and AQF certificate level are allocated to Wage Level B.
C.6
Employment conditions
C.6.1
A trainee undertaking a school-based traineeship
may, with the agreement of the trainee, be paid an additional loading of 25% on
all ordinary hours worked instead of paid annual leave, paid personal/carer’s
leave and paid absence on public holidays, provided that where the trainee works
on a public holiday then the public holiday provisions of this award apply.
C.6.2
A trainee is entitled to be released from work
without loss of continuity of employment and to payment of the appropriate wages
to attend any training and assessment specified in, or associated with, the
training contract.
C.6.3
Time spent by a trainee, other than a trainee
undertaking a school-based traineeship, in attending any training and assessment
specified in, or associated with, the training contract is to be regarded as
time worked for the employer for the purposes of calculating the trainee’s wages
and determining the trainee’s employment conditions.
Note: The time to be included for the purpose of calculating
the wages for part-time trainees whose approved training is fully off-the-job is
determined by clause
C.5.2(f)(ii) and not by this clause.
C.6.4
Subject to clause C.3.5 of this schedule, all
other terms and conditions of this award apply to a trainee unless specifically
varied by this schedule.
Appendix C1: Allocation of Traineeships to Wage Levels
The wage levels applying to training packages and their AQF
certificate levels are:
C1.1
Wage Level A
Training
package |
AQF
certificate level |
Aeroskills |
II |
Aviation |
I |
Beauty |
III |
Business Services |
I |
Chemical, Hydrocarbons and Refining |
I |
Civil Construction |
III |
Coal Training Package |
II |
Community Services |
II |
Construction, Plumbing and Services Integrated
Framework |
I |
Correctional Services |
II |
Drilling |
II |
Electricity Supply Industry—Generation Sector |
II |
Electricity Supply Industry—Transmission, Distribution
and Rail Sector |
II |
Electrotechnology |
I |
Financial Services |
I |
Floristry |
III |
Food Processing Industry |
III |
Gas Industry |
III |
Information and Communications Technology |
I |
Laboratory Operations |
II |
Local Government (other than Operational Works Cert I
and II) |
I |
Manufactured Mineral Products |
III |
Manufacturing |
I |
Maritime |
I |
Metal and Engineering (Technical) |
II |
Metalliferous Mining |
II |
Museum, Library and Library/Information Services |
II |
Plastics, Rubber and Cablemaking |
III |
Public Safety |
III |
Public Sector |
II |
Pulp and Paper Manufacturing Industries |
III |
Retail Services (including wholesale and Community
pharmacy) |
III |
Telecommunications |
II |
Textiles, Clothing and Footwear |
III |
Tourism, Hospitality and Events |
I |
Training and Assessment |
III |
Transport and Distribution |
III |
Water Industry (Utilities) |
III |
C1.2
Wage Level B
Training package |
AQF certificate level |
Animal Care and Management |
I |
Asset Maintenance |
I |
Australian Meat Industry |
I |
Automotive Industry Manufacturing |
II |
Automotive Industry Retail, Service and Repair |
I |
Beauty |
II |
Caravan Industry |
II |
Civil Construction |
I |
Community Recreation Industry |
III |
Entertainment |
I |
Extractive Industries |
II |
Fitness Industry |
III |
Floristry |
II |
Food Processing Industry |
I |
Forest and Forest Products Industry |
I |
Furnishing |
I |
Gas Industry |
I |
Health |
II |
Local Government (Operational Works) |
I |
Manufactured Mineral Products |
I |
Metal and Engineering (Production) |
II |
Outdoor Recreation Industry |
I |
Plastics, Rubber and Cablemaking |
II |
Printing and Graphic Arts |
II |
Property Services |
I |
Public Safety |
I |
Pulp and Paper Manufacturing Industries |
I |
Retail Services |
I |
Screen and Media |
I |
Sport Industry |
II |
Sugar Milling |
I |
Textiles, Clothing and Footwear |
I |
Transport and Logistics |
I |
Visual Arts, Craft and Design |
I |
Water Industry |
I |
C1.3
Wage Level C
Training package |
AQF certificate level |
Agri-Food |
I |
Amenity Horticulture |
I |
Conservation and Land Management |
I |
Funeral Services |
I |
Music |
I |
Racing Industry |
I |
Rural Production |
I |
Seafood Industry |
I |
Schedule D—Skills
Classification—Brief Skill Descriptors
D.1
Passports
D.1.1
Operator (Exam) Level 3,
Progression Requirements
The employee is able to perform operator duties within
Passports production to ensure that quality and production requirements are met.
D.1.2
Operator (Exam) Level 4,
Progression Requirements
The employee is able to assist on machines, run the laser
process, in addition to counting and examining.
D.1.3
Operator Level 4,
Progression Requirements
The employee is able to operate passports production equipment
to deliver product of the appropriate quantity and in accordance with production
plans and procedures.
D.1.4
Operator Level 5,
Progression Requirements
The employee is able to run an allocated process, assist with
developing SOPs, SWIs and delivering training to other operators.
D.1.5
Operator (Examining Coordinator) Level 5,
Progression Requirements
The employee is able to prioritise and delegate exam work, and
act as the first point of contact for quality and reconciliation issues.
D.1.6
Operator Q1,
Progression Requirements
The employee is responsible for the operation of designated
work areas and allocates staff to meet production schedule, quality, environment
and safety requirements within passports production by actively promoting a
culture of continuous improvement.
D.1.7
Operator (K4) Q2,
Progression Requirements
The employee is able to run the K4 machine and recognises a
higher degree of technical ability to run the machine.
D.2
Finishing
D.2.1
Operator Level 2, Progression
Requirements
This role
is an entry level position; Operators will be in training to perform Operator
Level 3 position. In addition, Operators Level 2 will perform packaging and/or
knocking up for duties for the guillotine.
D.2.2
Operator Level 3, Progression
Requirements
The
employee is able to perform the requirements of the Operator Level 2 position
and able to assist in the operation of the BPS and/or is able to perform all
packaging tasks independently.
D.2.3
Operator Level 4, Progression
Requirements
The
employee is able to perform the requirements of the Operator Level 3 position
and operate the BPS.
D.2.4
Operator Level 4 (Cutpak),
Progression Requirements
The
employee is able to perform the requirements of an Operator Level 4 position and
is able to operate the Cutpak.
D.2.5
Operator (Guillotine) Level
5/Q1, Progression Requirements
The employee is able to ensure that notes/product are cut
to specification and processed in accordance with established procedures.
D.3
AIG
D.3.1
Technician Q3, Progression Requirements
This role
is an entry level position in training to perform the Technician Q5 role.
D.3.2
Technician Q5, Progression Requirements
The employee is able to
perform maintenance on automation equipment to ensure machine efficiency.
D.3.3
Technician Q6, Progression Requirements
The employee is able
to perform all the requirements of the Technician Q5 role, in addition, the
employee is able to
set up the BPS 2000 machines from scratch, perform low level adaptation-magnetics, fluorescents, standard
sensors etc. and demonstrate
high level trouble shooting problem solving.
D.3.4
Technician Q7, Progression Requirements
The employee is able to perform all the requirements of the
Technician Q6 position. The employee is able to demonstrate a machine set-up to
a high level, train other Technicians and demonstrate strong leadership skills.
D.4
Finance
D.4.1
Accounts Clerk (Entry) Level 1 Progression Requirements
This role is an entry level position and will be in training
to perform Level 2 tasks.
D.4.2
Accounts Clerk Level 2, Progression Requirements
The employee is able to maintain filing and record systems in
accordance with organisational policy.
D.4.3
Accounts Clerk Level 4, Progression Requirements
The employee is able to perform all accounts payable and
receivable functions in accordance with established procedures, providing an
efficient and courteous and/or personal reception to NPA visitors.
D.5
NNPDC
D.5.1
Operator (NNPDC) Level 2,
Progression Requirements
This role is an entry level position and will be in training
to perform the Operator Level 3 position.
D.5.2
Operator (NNPDC) Level 3,
Progression Requirements
The employee is able to perform the requirements of the
Operator Level 2 position, Operators at this level achieve 80% of the average
throughput, input data with maximum of 10 errors total per month in all
databases and are able to identify own errors and with assistance rectify
errors.
D.5.3
Operator (NNPDC) Level 4,
Progression Requirements
The employee is able to perform the requirements of the
Operator Level 3 position, at this level achieve 90% of the average throughput,
ability to input data with minimal errors, relieve in all Supervisor positions,
and assist others with troubleshooting in Compass Entree & BPS 1000.
D.5.4
Supervisors (NNPDC) Q2,
Progression Requirements
The employee is able to perform the requirements of the
Operator Level 4 position and is able to perform supervisory duties associated
with cash holdings, dealing with discrepancies, destruction and the BPS.
D.5.5
Inspection Technician Systems Technician, (NNPDC) Q5,
Progression Requirements
The employee is able to
perform maintenance on automation equipment to ensure machine efficiency and
compliance to RBA standards.
D.6
Print Operations
D.6.1
Print Operator (Print Operations) Level 2,
Progression Requirements
This role is an entry level position and will be in training
to perform the Operator Level 3 position.
D.6.2
Operator (Print Operations) Level 3,
Progression Requirements
The employee is capable of performing feeder operator duties
on at least 2 presses.
D.6.3
Operator (Print Operations) Level 4,
Progression Requirements
The employee is capable of performing feeder operator duties
on all presses, and demonstrates good problem solving ability with feeders.
D.6.4
Lead Operator (Print Operations) Level 5 (Relief
Operator on Orlof),
Progression Requirements
The employee is able to perform all of the requirements of the
Operator Level 4 position and is able to operate the Orlof presses during breaks
and for short periods of printer relief.
D.6.5
Security Printer, Q3,
Progression Requirements
This role is an entry or training level position.
D.6.6
Security Printer, Q4,
Progression Requirements
The employee is considered a No.2 Printer, the employee is
able to set up and run existing/standing jobs on a press, requires
supervision on Set up/Make Ready of NEW Jobs, able to
interpret Job bag (Item spec) and quality plan requirements for a
process, and is developing
troubleshooting skills.
D.6.7
Security Printer, Q5,
Progression Requirements
The employee is considered a No.1 Printer, fulfilling the
requirements of a Q4 role. The employee can “Run-on” their process, train others
on their process and demonstrates competent troubleshooting skills.
D.7
Maintenance
D.7.1
Technician (Entry) Q3,
Progression Requirements
This role
is in an entry level position with less than 3 years trade experience (NPA or
Post Apprenticeship).
D.7.2
Technician Q4, Progression
Requirements
The
employee holds a trade qualification in Mechanical/Electrical or Electronic, is
able to work under minimum supervision, competently meet the skill requirements
of the skills survey, demonstrating a score of 25% and consistently produces
work of a high quality, to the company’s requirements (to be demonstrated over a
period of at least 12 months).
D.7.3
Technician Q5, Progression Requirements
The employee is able to perform the requirements of the
Technician Q4 position, demonstrates experience within their particular area of
expertise, competently meets the skill requirements of the skills survey, and
demonstrates a score of 50-80%.
The technician has
consistently produced work of a high quality, to the company’s requirements (to
be demonstrated over a period of at least 24 months).
D.7.4
Technician Q6, Progression
Requirements
The
employee is able to perform all of the requirements of the Technician Q5 role,
competently meet the skill requirements of the skills survey, and demonstrates a
score of 81%-90%. The technician has consistently produced work of a high
quality, to the company’s requirements (to be demonstrated over a period of at
least 24 months).
D.7.5
Technician Q7, Progression Requirements
The employee is able to perform all of the requirements of the
Technician Q6 role, able to compile data and generate reports, able to identify
improvements and follow them through to implementation. The employee is able to
demonstrate improvements to equipment and processes, assist the
Manager/Planner/Team Leader in planning the scheduled preventative maintenance
activities, including PMO’s and inventory management using MEX and E-View.
D.7.6
Electrical Specialist, Q8, Progression Requirements
The employee is able to perform all of the requirements of the
Technician Q6 role. This position requires high-level electronic and electrical expertise and
is able to direct, supervise, co-ordinate and train other trade staff as
required.
D.7.7
Mechanical Specialist, Q8, Progression Requirements
The employee is able to perform all of the requirements of the
Technician Q6 role. This position requires high-level mechanical expertise and is able
to direct, supervise, co-ordinate and train other trade staff as required.
D.7.8
Product Tooling Technician (Maintenance) Q2 (Entry
Level), Progression Requirements
This role in an entry level position with less than 3 years
trade experience (NPA or Post Apprenticeship).
D.7.9
Product Tooling Technician Q3, Progression Requirements
The employee holds a relevant trade qualification and has
consistently produced work of a high quality, to the company’s requirements (to
be demonstrated over a period of at least 6 months).
D.7.10
Product Tooling Technician Q4, Progression Requirements
The employee is able to perform all of the requirements of the
Technician Q3 role, competently meets the skill requirements of the skills
survey, and demonstrates a score of 25%. The technician has consistently
produced work of a high quality, to the company’s requirements (to be
demonstrated over a period of at least 12 months).
D.7.11
Product Tooling Technician Q5 Progression Requirements
The employee is able to perform all of the requirements of the
Technician Q4 role, competently meet the skill requirements of the skills
survey, and demonstrates a score of 50–80%. The technician has consistently
produced work of a high quality, to the company’s requirements (to be
demonstrated over a period of at least 24 months).
D.7.12
Product Tooling Technician Q6 Progression Requirements
The employee is able to perform all of the requirements of the
Technician Q5 role, competently meet the skill requirements of the skills
survey, and demonstrates a score of 81-90%.
The technician has consistently produced work of a high quality, to the
company’s requirements (to be demonstrated over a period of at least 24 months).
D.8
Logistics
D.8.1
Operator (Floor), Level 2, (Entry Level) Progression
Requirements
This role is an entry level role in training for the Level 3,
Operator (Logistics) position.
D.8.2
Operator (Floor), Level 3, Progression Requirements
The employee is able to
perform store and move security product between production areas and WIP
strongrooms.
D.8.3
Operator (Strongroom Custodian), Level 2, (Entry Level)
Progression Requirements
This role is an entry level role in training for the Level 3,
Strongroom Custodian position.
D.8.4
Operator (Strongroom Custodian), Level 3, Progression
Requirements
The employee is able to
store and balance all material stored in the WIP Strongrooms. The employee is
able to issue and record security material loaned to NPA staff for testing and
other authorised purposes under dual control requirements.
D.8.5
Team Leader (Floor)
The employee is able to perform the requirements of the
Operator Level 3 (Floor) position and is able to lead a work team.
D.8.6
Team Leader (Vault)
The employee is able to perform the requirements of the
Operator (Floor) role and is able to lead a work team.
D.9
Stores
D.9.1
Operator (Entry) Level 2 Progression Requirements
This role is an entry level role in training for the Level 3,
Operator position.
D.9.2
Operator Level 3 Progression Requirements
The employee is able to perform Stores work without
supervision, and is able to manage the requisition process using Ax.
D.9.3
Operator Level 4 Progression Requirements
The employee is able to perform all of the requirements of the
Operator Level 3 position. The employee is able to perform Stores’ functions at
a high level, including Ax, as well as apply 5S principles.
D.9.4
Team Leader (Floor), Q2, Progression Requirements
The employee is able to perform all of the requirements of the
Operator Level 4 position and is able to lead the Stores function.
D.10
Quality
D.10.1
Quality Assistant (Entry), Level 2 Progression
Requirements
This role is an entry level role and will be in training to
perform Level 3 tasks.
D.10.2
Quality Assistant, Level 3 Progression Requirements
The employee is able to
conduct quality assurance testing to verify that work-in-process complies with
product specifications.
D.10.3
Quality Assurance Technician Level 4 (Entry) Progression
Requirements
This role is an entry
level role for the Quality Assurance Level 5/Q1 position.
D.10.4
Quality Assurance Technician Level 5/Q1 Progression
Requirements
The employee is able conduct
quality assurance testing to verify that raw materials, work-in-process and
finished products comply with product specifications.
D.10.5
Lead Quality Assurance Technician (Examination) Q2
Progression Requirements
The employee is able to
perform the delivery of quality assurance activities within the manufacturing
areas of NPA. The employee is able to deliver testing protocols and quality
standards with a focus on instrumentation and manual test methods, to provide
quality assurance information to banknote customers.
D.10.6
Lead Quality Assurance Technician (Instrumentation) Q2
Progression Requirements
The employee is able to perform the delivery of quality
assurance activities within the manufacturing areas of NPA. The employee is able
to deliver testing protocols and quality standards with a focus on
instrumentation and manual test methods and to provide quality assurance
information to banknote customers.
D.11
Security Inks
D.11.1
Operator (Entry) Level 2, Progression Requirements
The role is an entry level role and will be in training to
perform Level 3 position.
D.11.2
Operator Level 3, Progression Requirements
The employee is able to manufacture and supply inks to the
Print Hall in accordance with Security Ink Centre (SIC) production planning
schedule and within agreed SIC/Laboratory specifications. The employee is
required to complete a minimum of 6 months’ training.
D.11.3
Operator Level 4, Progression Requirements
The employee is able to perform all of the requirements of the
Operator, Level 3 position. The employee is able to perform the following: use
small 3 roll mills unsupervised, use large 3 roll mill unsupervised, complete a
product, complete road shop order, QC testing, thinning of product, mix product,
arrange sign off, organise delivery and able to use vacuum mixer.
D.11.4
Operator Level 5, Progression Requirements
The employee is able to perform all of the requirements of the
Operator, Level 4 position. The employee is able to perform the following:
colour matching, train other operators to a Level 4 role, and calibrate QC
equipment.
D.12
Trade Waste
D.12.1
Operator (Entry) Level 2 Progression Requirements
This role is an entry level position and is required to
complete a 6 month qualifying period.
D.12.2
Operator (Trade Waste), Level 3
The employee is in training to perform the Operator, Level 5
position, undertaking a relevant trade qualification. The employee is in
training to perform the checks and adjustments, calibrate and clean pH meter,
operate and maintain filter press, maintain accurate trade waste records,
perform stock takes of chemicals and raw materials, segregate and dispose of
waste correctly, store, handle and use chemicals and raw materials, demonstrates
a knowledge of statutory regulations relating to Trade Waste operations, and
comply with NPA’s safety management system.
D.12.3
Operator (Trade Waste), Level 5
The employee is in training to perform the Operator, Q3
position, and demonstrates consistent performance in accordance with the
Company’s requirements over a period.
D.12.4
Lead Operator (Trade Waste), Q3, Progression
Requirements
The employee is able to perform all of the requirements of the
Operator, Level 5 position, and has obtained a relevant trade qualification.
D.13
Security
D.13.1
Security Custodian Officer, Q1, Progression Requirements
The role is an entry level position and will be in training to
perform the Q2 position. The employee is also required to complete a relevant
qualification.
D.13.2
Security Custodian Officer, Q2, Progression Requirements
The employee is able receipt, dispatch and store notes and
other related duties in support of the wider NNPDC operations, collect, store
and deliver finished product, and destruct and dispose of all production spoils
and used printing instruments.
D.13.3
Senior Custodian Officer, Level Q5, Progression
Requirements
The employee is able to perform all of the requirements of the
Security Custodian, Q2 role. The employee is able to manage spoils management
and lead the team.
D.14
Pre Press
D.14.1
Pre Press Technician, Q3, Progression Requirements
The employee is able to perform tasks to produce analogue and
digitally generated lithographic films, lithographic plates, letterpress plates,
flexographic plates, screens and spark magnets. The employee has obtained a
relevant trade qualification.
D.14.2
Pre Press Technician – Plate maker, Q3, Progression
Requirements
The employee is able to perform tasks to produce analogue and
digitally generated lithographic films, lithographic plates, letterpress plates,
flexographic plates, screens and spark magnets. The employee has obtained a
relevant trade qualification.
D.14.3
Product tooling Technician, Q2, Progression Requirements
The employee is able to manufacture, refurbish or repair
printing plates within the intaglio Platemaking and electrodeposition processes.
The employee has obtained a relevant trade qualification.
D.14.4
Product tooling technician – Intaglio Platemaking
Supervisor, Q6, Progression Requirements
The employee is able to perform the requirements of the
Product Tooling Technician, Q2 position and is able to supervise and support
Intaglio Platemaking and Electro Deposition staff, including the manufacturing
process, refurbishment and repair of intaglio printing plates and other security
instruments.
Schedule E—Key
principles of the Skills Based Classification Structure
E.1
Pay streams
E.1.1
NPA's pay structure has two pay streams–a regular
and a qualified pay steam.
E.1.2
The regular pay stream is used for all positions
that do not require formal qualifications and has 5 levels:
·
Level 1 = casual positions
·
Level 2 = entry level for permanent employees
·
Level 3 = progression to level 3 occurs once
employees have met the progression requirements of their position and
have completed a 6 month qualifying period
·
Level 4 = higher level positions
·
Level 5 = overlapping pay point between regular
pay stream and qualified pay stream
The qualified pay stream covers all jobs that generally
require formal qualifications. There
are 8 levels in the qualified pay stream.
E.2.1
The Skill Based Classification Structure is designed
to recognise employees who obtain additional skills, provided that those skills
are required as an integral part of their regular role and are used on a regular
basis.
E.2.2
The system is not designed to progress employees
simply for obtaining additional skills.
E.2.3
Employees will only be entitled to progress if:
(a)
they satisfy all the requirements of the higher
level position; and
(b)
an ongoing position at the higher level is available
and is required by the business to be performed.
E.2.4
Managers are responsible for determining whether
there is a vacancy in their work group for the purposes of determining whether
progression is possible.
E.2.5
If a vacancy is identified and the manager has been
given approval to fill the vacancy, the vacant position will be advertised. At
the manager's discretion, advertising may be limited to a particular work group.
E.2.6
In selecting an applicant, the manager must be
satisfied that the applicant has satisfied all of the progression criteria
associated with the vacant position. Where more than one applicant satisfied
these requirements, selection would occur as per NPA's regular recruitment and
selection process.
E.2.7
If there are no applicants who meet the requirements
of the vacant position, the manager may select the employee who most closely
meets the requirements of the position. However, the employee would not receive
a pay increase unless and until he or she satisfies all of the requirements of
the higher level position.
E.2.8
Employees who are promoted to a higher level
position are subject to a 6 month qualifying period. If, during the qualifying
period, the employee is assessed as having met all of the requirements of the
qualifying period (which must be clearly documented and explained to the
employee at the commencement of their promotion), their promotion will be
confirmed. If the employee does not
meet all of the requirements of the qualifying period, then they will revert
back to their previous position and salary.
E.2.9
The progression criteria for all positions in the
pay streams will be available to employees.
E.2.10
Employees will be assessed by a nominated manager.
The manager may engage a job expert or workplace assessor to assist with the
assessment process.
E.2.11
NPA will consult with employees before implementing
changes to the classification tables or pay streams.
E.2.12
Managers will provide reasonable training
opportunities to all employees. However, decisions regarding the training
opportunities provided to employees will be at the discretion of management.
E.2.13
Supervisory positions within the regular pay stream
will be paid at Level 5/Q1 or, in some cases, may be paid up to Q2.
E.2.14
Where a supervision roles primarily involves
supervising employees who are paid under the qualified stream, the salary will
be one level above that which the employee would have received had they not been
in a supervisory role.