| (1888) | SERIAL C6825 |
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Country Energy Far West InterimAward 2008
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INDUSTRIAL RELATIONSCOMMISSION OF NEW SOUTH WALES
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Notification under section 130 by Country Energy of adispute with Barrier Industrial Council and others re negotiations forreplacement award.
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(No. IRC 852 of 2008)
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| Before The Honourable Mr Deputy President Harrison | 9 September 2008 |
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AWARD
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Contents
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Definitions
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Clause No. Subject Matter
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1. Anti-Discrimination
2. Coverageand Parties
3. Date andperiod of Operation
4. Objectives
5. FutureNegotiations
5A SecureEmployment
6. CollectiveEnterprise Awards
7. ConsultativeProcess
8. ConsultativeCommittees
9. Introductionof Change
10. Unionsdelegates’ Rights
11. Grievanceand Dispute Resolution Procedure
12. Disciplinaryand Counselling Procedure
13. Terms ofEmployment
14. Permanentpart time Employment
15. TemporaryEmployees
16. CasualEmployees
17. Apprenticesand Trainees
18. Appointmentsand Grading
19. Mixedduties and Functions
20. Hours ofWork
21. FlexibleWorking Hours
22. Shift Work
23. Quick Shift
24. On call andStanding By
25. Payment
26. SalarySacrifice
27. Overtime -Other Than for Shift Workers
28. Rest PeriodAfter Overtime
29. Meal timeand Allowances
30. Redundancy
31. Sick Leave
32. PersonalCarer’s Leave
33. Annual Leave
34. LongService Leave
35. ParentalLeave
36. JuryService
37. AwardHolidays
38. BereavementLeave
39. SpecialLeave (Water Division)
40. AccidentPay
41. TravellingTime and Fares
42. DriversLicences
43. PrivateMotor Vehicle - Allowances
44. TradeUnions Leave
45. Training
46. Apprentices/trainees
47. Living Away
48. Camping
49. First AidAllowance
50. LeadingHand Allowance
51. Tools
52. AreaClimate Allowance (BEL, ASU)
53. AircraftAllowance (BH electricity & BEL)
54. ClimbingAllowance (BH electricity & BEL)
55. Uniforms/protectiveClothing
56. Wet Weatherand Extreme Conditions
57. Outsourcing
58. No ExtraClaims
59. LeaveReserved
60. Classificationsand Rates of Pay
61. Allowances- Table 1 Part B
62. Appendix 1
63. Appendix 2
64. Appendix 3
65. Appendix 4
66. Appendix 5
67. Appendix 6
68. Appendix 7- Classifications and Rates of Pay
69. Appendix8 Payroll history
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Definitions
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Ordinary Pay
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"Ordinary Rate of Pay" shall mean the rate ofpay prescribed for work being performed in accordance with the classificationcontained within this Award.
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Consultative Process
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A formal consultative process with employees to achievethe objectives contained in clause (4) of this Award and to ensure that theviews of employees are taken into account by Country Energy (CE) and that CEhas an informed basis on which to make decisions. The Unions will be entitled to access to the consultative processdetailed in clause (7).
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1.Anti-Discrimination
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It is the intention of the parties to seek to achieve theobject in Section 3(f) of the New South Wales Industrial Relations Act1996 to prevent and eliminate discrimination on the grounds of race, sex,marital status, disability, hom*osexuality, transgender identity and age. The parties have obligations to take allnecessary steps to ensure that the operation of the provisions of this Awardare not directly or indirectly discriminatory in their effect.
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Under the Anti Discrimination Act 1977, it isunlawful to victimise an employee because the employee has made or may make orhas been involved in a complaint of unlawful discrimination or harassment.
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Nothing in this Clause is to be taken to affect:
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a) Any conduct oract which is specifically exempted from anti discrimination legislation;
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b) Offering orproviding junior rates of pay to person’s under 21 years of age;
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c) Any act orpractice of a body established to propagate religion which is exempted underSection 56(d) of the Anti Discrimination Act 1977;
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d) a party to thisAward from pursuing matters of unlawful discrimination in any State or Federaljurisdiction.
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This Clause does not create legal rights or obligations inaddition to those imposed upon the parties by the legislation referred to inthis Clause.
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2. Coverage andParties
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(i) This Award shallapply to Country Energy and its employees.
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(ii) This Awardgoverns all employment, wages, and conditions of the employees to whom thisAward applies and takes precedence and overrides any previous award, agreementor contract.
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(iii) This Awardshall be registered in the Industrial Relations Commission of New South Walesas the "Country Energy Far West Interim Award 2008". The parties areCountry Energy, the Construction, Forestry, Mining and Energy Union, Mining andGeneral Division (South Western District) NSW Branch, Broken Hill TownEmployees’ Union (TEU) and United Services Union (ASU) affiliated with theBarrier Industrial Council.
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(iv) For theavoidance of doubt this Award is not intended to apply to any employee if thatemployee is receiving a Total Remuneration Package which exceeds the highestclassification (inclusive of super) as detailed in the classifications &rates of pay under this Award.
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3. Date and Period ofOperation
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This Award shall commence on 11th July 2008 and remain in forcefor two years.
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4. Objectives
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The parties to this Award will work towards the achievementof the following objectives:
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(i) CountryEnergy’s values, business objectives and key performance areas, eliminatingworkplace accidents and delighting our customers.
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(ii) To be theleading and preferred provider of retailing, distribution, maintenance andconstruction of water, energy and utility services to inland Australia.
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(iii) Development ofon going career opportunities and the development of training and occupationalhealth and safety programs and policies.
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(iv) Commitment toand involvement in Country Energy’s quality service and continuous improvementprograms.
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(v) Commitment toand involvement in consultative processes for continuous organisationalimprovement.
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(vi) Commitment toand involvement in the agreed dispute settlement procedure.
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(vii) To recognisethe contributions of all employees to improvements in productivity, efficiency,and their participation in the achievement of these objectives.
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(viii) To provideterms and conditions of employment in conjunction with Country Energy’spolicies with a view to maximising job security.
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5. FutureNegotiations
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At least six (6) months before the nominal expiry date ofthis Award the parties shall commence negotiations for a replacement Award.
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5A. Secure Employment
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(a) Objective ofthis Clause
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The objective of this clause is for the employer totake all reasonable steps to provide its employees with secure employment bymaximising the number of permanent positions in the employer’s workforce, inparticular by ensuring that casual employees have an opportunity to elect tobecome full-time or part-time employees.
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(b) CasualConversion
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(i) A casualemployee engaged by a particular employer on a regular and systematic basis fora sequence of periods of employment under this Award during a calendar periodof six months shall thereafter have the right to elect to have his or herongoing contract of employment converted to permanent full-time employment orpart-time employment if the employment is to continue beyond the conversionprocess prescribed by this subclause.
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(ii) Every employerof such a casual employee shall give the employee notice in writing of theprovisions of this sub-clause within four weeks of the employee having attainedsuch period of six months. However, the employee retains his or her right ofelection under this subclause if the employer fails to comply with this noticerequirement.
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(iii) Any casualemployee who has a right to elect under paragraph (b)(i), upon receiving noticeunder paragraph (b)(ii) or after the expiry of the time for giving such notice,may give four weeks’ notice in writing to the employer that he or she seeks toelect to convert his or her ongoing contract of employment to full-time orpart-time employment, and within four weeks of receiving such notice from theemployee, the employer shall consent to or refuse the election, but shall notunreasonably so refuse. Where an employer refuses an election to convert, thereasons for doing so shall be fully stated and discussed with the employeeconcerned, and a genuine attempt shall be made to reach agreement. Any disputeabout a refusal of an election to convert an ongoing contract of employmentshall be dealt with as far as practicable and with expedition through thedisputes settlement procedure.
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(iv) Any casualemployee who does not, within four weeks of receiving written notice from theemployer, elect to convert his or her ongoing contract of employment tofull-time employment or part-time employment will be deemed to have electedagainst any such conversion.
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(v) Once a casualemployee has elected to become and been converted to a full-time employee or apart-time employee, the employee may only revert to casual employment bywritten agreement with the employer.
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(vi) If a casualemployee has elected to have his or her contract of employment converted tofull-time or part-time employment in accordance with paragraph (b)(iii), theemployer and employee shall, in accordance with this paragraph, and subject toparagraph (b)(iii), discuss and agree upon:
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(1) whether theemployee will convert to full-time or part-time employment; and
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(2) if it is agreedthat the employee will become a part-time employee, the number of hours and thepattern of hours that will be worked either consistent with any other part-timeemployment provisions of this award or pursuant to a part time work agreementmade under Chapter 2, Part 5 of the Industrial Relations Act 1996 (NSW).
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Provided that an employee who has worked on a full-timebasis throughout the period of casual employment has the right to elect toconvert his or her contract of employment to full-time employment and anemployee who has worked on a part-time basis during the period of casualemployment has the right to elect to convert his or her contract of employmentto part-time employment, on the basis of the same number of hours and times ofwork as previously worked, unless other arrangements are agreed between the employerand the employee.
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(vii) Following anagreement being reached pursuant to paragraph (vi), the employee shall convertto full-time or part-time employment. If there is any dispute about thearrangements to apply to an employee converting from casual employment tofull-time or part-time employment, it shall be dealt with as far as practicableand with expedition through the disputes settlement procedure.
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(viii) An employeemust not be engaged and re-engaged, dismissed or replaced in order to avoid anyobligation under this subclause.
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(c) OccupationalHealth and Safety
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(i) For thepurposes of this subclause, the following definitions shall apply:
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(1) A "labourhire business" is a business (whether an organisation, businessenterprise, company, partnership, co-operative, sole trader, family trust orunit trust, corporation and/or person) which has as its business function, orone of its business functions, to supply staff employed or engaged by it toanother employer for the purpose of such staff performing work or services forthat other employer.
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(2) A "contractbusiness" is a business (whether an organisation, business enterprise,company, partnership, co-operative, sole trader, family trust or unit trust,corporation and/or person) which is contracted by another employer to provide aspecified service or services or to produce a specific outcome or result forthat other employer which might otherwise have been carried out by that otheremployer’s own employees.
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(ii) Any employerwhich engages a labour hire business and/or a contract business to perform workwholly or partially on the employer’s premises shall do the following (eitherdirectly, or through the agency of the labour hire or contract business):
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(1) consult withemployees of the labour hire business and/or contract business regarding the workplace occupational healthand safety consultative arrangements;
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(2) provideemployees of the labour hire business and/or contract business with appropriateoccupational health and safety induction training including the appropriatetraining required for such employees to perform their jobs safely;
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(3) provideemployees of the labour hire business and/or contract business with appropriatepersonal protective equipment and/or clothing and all safe work methodstatements that they would otherwise supply to their own employees; and
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(4) ensure employeesof the labour hire business and/or contract business are made aware of anyrisks identified in the workplace and the procedures to control those risks.
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(iii) Nothing inthis subclause (c) is intended to affect or detract from any obligation orresponsibility upon a labour hire business arising under the OccupationalHealth and Safety Act 2000 or the Workplace Injury Management and WorkersCompensation Act 1998.
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(d) DisputesRegarding the Application of this Clause
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Where a dispute arises as to the application orimplementation of this clause, the matter shall be dealt with pursuant to thedisputes settlement procedure of this award.
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(e) This clause has noapplication in respect of organisations which are properly registered as GroupTraining Organisations under the Apprenticeship and Traineeship Act 2001 (orequivalent interstate legislation) and are deemed by the relevant StateTraining Authority to comply with the national standards for Group TrainingOrganisations established by the ANTA Ministerial Council.
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6. CollectiveEnterprise Awards
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CE is committed to collective bargaining and will not enterinto individual employment contracts with employees covered by this Awardwithout the agreement of the Union representing the employee.
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When employees move through the highest classification(inclusive of super) as detailed in the classifications & rates of payunder this award, they may elect to enter into individual contracts withCE. This is optional and at thediscretion of both the employee and employer.
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Any contract offers will be advised to the relevant Union asper our Award relating to consultation (refer to clause 7).
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7. Consultative. Process
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The parties concerned will use this consultative processwhere alternatives to this Award’s provisions are being considered.
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Participation in the consultative process by all partiesshall be from the onset where alternatives to the provisions of this Award arebeing considered.
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(i) All partiesconcerned are to be involved in the analysis and decision making process abouta proposed alternative arrangement.
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(ii) Country Energywill take all possible means to ensure that any adverse effect on an employeewill be minimised or resolved.
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(iii) Employees,their Union or Country Energy may initiate the consultative process.
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8. ConsultativeCommittees
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(i) Consultativecommittees will be established by mutual agreement by the parties to thisAward. A consultative committee shallcomprise representatives of Country Energy and employees.
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(ii) The role of aconsultative committee shall be to discuss and develop methods of achieving theobjectives of this Award, addressing difficulties or impediments to the achievementof those objectives, and developing alternative arrangements permitted underthis Award.
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(iii) The form,structure and procedures of consultative committee meetings shall be determinedby agreement between Country Energy and the employees.
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(iv) The members ofa consultative committee reserve the right to seek advice on matters underdiscussion by the consultative committee.
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(v) Consultativecommittees shall not be utilised in respect of matters, which are being orshould be processed pursuant to the Grievances and Disputes Settlementprocedures.
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(vi) Seniormanagement and the Unions may attend and participate in consultative committeemeetings.
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9. Introduction ofChange
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(i) Where CountryEnergy (CE) makes a decision to introduce major changes in production, program,organisation, structure or technology for reasons of an economic,technological, structural or similar nature, that will have significant effectson employees, CE shall consult with the staff and Union/s who may be affected.
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(ii) "Significanteffects" include termination of employment, major changes in thecomposition, operation and size of Country Energy’s workforce or in the skillsrequired; the elimination or diminution of job opportunities, promotionopportunities or job tenure; the alteration of hours of work; the need forretraining or transfer of employees to other work or locations and therestructuring of jobs.
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(iii) CE shalldiscuss with employees affected and the Union/s, the effects the changes arelikely to have on employees and measures to minimise their impact on employees,and shall give prompt response to matters raised by the employees and theUnion/s.
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(iv) For the purposeof this sub clause, consultation means the parties will consult and confer.Nothing in this sub clause should imply that consultation includes negotiation,nor should it imply agreement.
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10. Union Delegates’Rights
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Union Delegates at Country Energy shall have the right to:
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(i) Approach, or beapproached by a member for the payment of Unions dues or other payments, or todiscuss any matter related to this member’s employment, during working hours.
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(ii) After advisingthe employer upon arrival and obtaining permission the right of the Unionorganiser/official and the Union delegate to move freely for the purpose ofconsulting other delegates during working hours and to negotiate with themanagement together with other Union delegates on behalf of all or part of themembers and on any matters in accord with Unions policy affecting the employmentof members.
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(iii) Call meetingsand for members to attend these meetings on the job, such meetings to beoutside of work time unless prior permission obtained.
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(iv) Have protectionfrom victimisation and this right to be expressed in prohibiting the employerseeking to separate the Union delegate from the Union members that elected themwithout first consulting with the Unions.
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(v) Have access to atelephone, computer, intranet and internet, to have within their work proximitysuitable cupboards and furniture to enable them to keep records, Unioncirculars, receipt books, etc so as to efficiently carry out the Unionresponsibilities.
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(vi) Place noticeson notice boards after advising the employer of the notice details. Notices can be placed on notice boardsdealing with matters of interest to members and within the policy of CountryEnergy.
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(vii) Attend meetings(e.g. regional, organisational or delegates) held by the Union in which theyhold office without loss of any or rights following the approval of the CountryEnergy.
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(viii) Have all Awardsand arrangements negotiated with Country Energy set out in writing, and forthese Awards and arrangements to be provided to delegates on request.
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11. Grievance andDispute Resolution Procedure.
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(i) Workplacegrievances should be prevented, and disputes resolved, by the provision ofinformation and explanation, and by consultation, co-operation and negotiation,as quickly as possible, and at the lowest level possible within Country Energy.
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(ii) When an employeebelieves that a grievance or dispute has arisen or is likely to occur,regarding an employment matter, the following steps will be taken:
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Step 1.
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The employee will discuss with their supervisor thesubstance of the grievance or dispute and will state the remedy sought. Thesupervisor will investigate the grievance or dispute and will respond to theemployee within two working days.
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Step 2.
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Should the grievance or dispute remain unresolved, theemployee will notify the relevant departmental or divisional manager, inwriting, of the substance of the grievance or dispute, state the remedy sought,and request a meeting to discuss the matter. The departmental or divisionalmanager will investigate the grievance or dispute, will respond to the employeewithin two working days and will, if necessary, arrange a meeting of allconcerned parties, including the Unions, to address and resolve the matter. Themeeting will be conducted within five working days, or such longer period asmay be determined by mutual agreement.
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Step 3.
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Should the grievance or dispute remain unresolved, aconference will be arranged, by mutual agreement, for Country Energy and theUnion to address and resolve the matter
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Step 4.
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Should the grievance or dispute remain unresolved, CountryEnergy or the Union may refer the matter to the appropriate industrial tribunalfor resolution.
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(iii) An employeewill be entitled to seek the advice, assistance and attendance of their UnionDelegate or Industrial Officer, or an employee representative, at any stage ofthis procedure.
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(iv) This procedurewill not prevent Country Energy or the Union from making direct representationsto one another on any matter giving rise, or likely to give rise, to agrievance or dispute.
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(v) During theapplication of the grievance and dispute resolution procedure, the normal worksituation that existed prior to the grievance or dispute arising will, wherepracticable, be maintained and no party will be prejudiced.
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12. Disciplinary andCounselling Procedure
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(i) Country Energyshall promulgate and implement an agreed disciplinary and counselling procedurecontaining provisions for the downgrading of employees who breach safetystandards in force at Country Energy.
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(ii) Country Energyshall promulgate and implement with agreement by the parties to this Award, adisciplinary and counselling procedure containing provisions for thedowngrading of employees who breach safety standards in force at CountryEnergy.
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(iii) The intent ofthe procedure is that disciplinary action be used as a last resort.
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(iv) In mostinstances relating to the performance or conduct of staff, counselling of staffmembers should be considered as an alternative to embarking on more formaldisciplinary action. In any case (with the exception of serious misconduct),counselling should be the preliminary step to disciplinary procedures.
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(v) To immediatelycategorise a situation as disciplinary would generally be counter-productiveand may create an antagonistic environment, making positive improvementdifficult to achieve. Immediate disciplinary action would also deny the staffmember’s right to respond at the earliest opportunity to any concerns and coulddiscourage the disclosure of the cause of any problem.
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(vi) Aninvestigation team will assess each case before any decision is made to downgrade an employee. The team willconsist of the representative from HR, the supervisor/manager and Unionrepresentative.
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Appeals
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(i) An employeeagainst whom disciplinary action has been taken has a right to appeal. Anyappeal shall be lodged within 14 days of receiving a copy of CE’sdetermination. Appeals are to be lodgedwith the General Manager Human Resources and will include a written notice ofappeal specifying the grounds for appeal against the Investigating Committee’sdetermination, together with the submissions the employee wishes to haveconsidered in support of the appeal.
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(ii) Upon receiptof a written notice of appeal the GMHR in consultation shall convene an AppealCommittee consisting of the GMHR, Union representative and an independentofficer. The appeals committee will be independent of the investigationcommittee (as described in 12 (v) above).
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(iii) The AppealCommittee shall consider the Investigating Committee's determination andreasons and the employee’s grounds of appeal and submissions, together with anyother material that it may call for.
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(iv) The AppealCommittee shall not be obliged to conduct a hearing or receive oral submissionsnor shall the rules of evidence apply to its deliberations.
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(v) The AppealCommittee shall determine the appeal by allowing it in whole or in part, inwhich event it shall set aside CE’s determination in regard to disciplinaryaction and substitute its own determination as the determination of CE, ordismiss the appeal in which event the disciplinary action taken by CE shall beof full force and effect.
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13. Terms ofEmployment
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(i) Notice ofTermination:
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(a) To terminateemployment, an employee shall give written notice of termination of employmentof not less than four days. CountryEnergy shall give written notice of termination of employment of not less thanfour weeks. The period of notice may be reduced by mutual Award.
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(b) Where anemployee is over 45 years of age and has completed at least two years’continuous service with Country Energy, an additional week of notice must begiven by the employer.
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(c) Except where theperiod of notice is reduced by mutual agreement, payment or part payment inlieu of notice shall be made by Country Energy if the full notice or partnotice is not given. If the employeefails to give notice or gives incomplete notice, Country Energy shall withholdan amount of money for the period of notice not given from any terminationpayment due to the employee.
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(d) The period ofnotice shall not apply to summary dismissal.
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(ii) Time off Workduring the Period of Notice
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An employee working during notice of termination (noticegiven by the employer) shall be allowed at least one day off with pay to lookfor work. Time off shall be convenientto the employee after consultation with Country Energy. Further time off may be granted at CountryEnergy’s discretion.
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(iii) Statement ofEmployment
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(a) Country Energyshall, give an employee whose employment has been terminated, a writtenstatement specifying the period of employment and the classification and typeof work performed by the employee.
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(b) Country Energywill provide telephone references relating to former CE employees fromprospective employers when requested.
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14. Permanent PartTime Employment
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(i) A part timeemployee is an employee who works less than the number of ordinary hours workedby full time employees. Unlessotherwise mutually agreed between the employer and the employee, the minimumnumber of days to be worked per week under this clause is two (2).
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(ii) Part timeemployees shall be paid an hourly rate calculated by dividing the appropriatesalary by the number of hours worked by full time employees in the sameclassification.
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(iii) A part timeemployee shall be entitled to Award conditions. Annual leave, long service leave and all other authorised leaveshall be on a proportional basis as the employee’s average hours of work relateto those worked by full time employees.
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(iv) A part timeemployee shall receive overtime rates for any time worked in excess of theordinary hours specified for a full time employee.
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15. TemporaryEmployees
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(i) A temporaryemployee is an employee employed temporarily for a period of not more thantwelve months and includes a temporary part-time employee. At the expiration of that period, workrequirements will be reviewed in consultation with the Unions.
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(ii) A casualemployee shall not be employed as a temporary employee.
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(iii) Temporaryemployment shall not be used as alternative to full time employment
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(iv) Full time orpart time temporary employees shall be paid the rate of pay as is applicablefor the classification to which they have been appointed.
<![if !supportEmptyParas]><![endif]>
(v) Temporaryemployee shall be entitled to the same wage, conditions and entitlements as apermanent employee in the same classification as the temporary employee,together with agreed superannuation, long service leave and sick leaveprovisions calculated on a pro-rata basis.
<![if !supportEmptyParas]><![endif]>
16. Casual Employees
<![if !supportEmptyParas]><![endif]>
Refer Clause: 59, Leave Reserved
<![if !supportEmptyParas]><![endif]>
(i) A casualemployee is one engaged intermittently in work of an irregular, occasionaland/or unexpected nature, and who is engaged and paid by the hour. Full time,part time and temporary employees are not casual employees.
<![if !supportEmptyParas]><![endif]>
(ii) Casualemployees are not to be used as fulltime employees nor work fulltime hours.
<![if !supportEmptyParas]><![endif]>
(iii) A casualemployee shall be paid the hourly rate of pay for the appropriateclassification plus a loading of (20%) with a minimum payment of three hourspay for each start. The (20%) casual loading is not included in the calculationof overtime.
<![if !supportEmptyParas]><![endif]>
(iv) The casualloading is in lieu of annual leave, sick leave and award holidays.
<![if !supportEmptyParas]><![endif]>
(v) Casual employeesrequired to work on a penalty shift or public holiday shall be paid theappropriate penalty in addition to their casual rate of pay.
<![if !supportEmptyParas]><![endif]>
17. Apprentices andTrainees
<![if !supportEmptyParas]><![endif]>
(i) The provisionsof this Award apply to apprentices and trainees employed by Country Energy.
<![if !supportEmptyParas]><![endif]>
(ii) Employment asan apprentice or trainee shall not continue beyond the completion of the termof the apprenticeship or traineeship unless further employment is offered andaccepted.
<![if !supportEmptyParas]><![endif]>
(iii) Recognitionfor time served whilst undertaking an apprenticeship or traineeship - refer toclause 34.8 (viii).
<![if !supportEmptyParas]><![endif]>
18. Appointments andGrading
<![if !supportEmptyParas]><![endif]>
Refer Clause: 59, Leave Reserved.
<![if !supportEmptyParas]><![endif]>
(i) Appointment,promotion and annual incremental progression shall be subject to:
<![if !supportEmptyParas]><![endif]>
(a) The employee’ssatisfactory performance of duties and functions and; if training is providedby CE
<![if !supportEmptyParas]><![endif]>
(b) The employeeundertaking, employer endorsed training relative to the employee’s duties andfunctions whenever required.
<![if !supportEmptyParas]><![endif]>
(ii) Appointment toa classification or grade shall be determined by
<![if !supportEmptyParas]><![endif]>
Country Energy.
<![if !supportEmptyParas]><![endif]>
(a) Country Energyshall maintain an agreed job evaluation system to determine the Awardclassification rate of pay for each position.The job evaluation system shall be used where the duties, functions,responsibilities and skill requirements of a position are altered. Until thereis an agreed evaluation system in place incremental progression shalloccur.
<![if !supportEmptyParas]><![endif]>
(b) Promotion to aclassification, a higher grading, accelerated progression, shall be determinedby Country Energy having regard for the duties, functions, responsibilities,skill requirements and work value principles.
<![if !supportEmptyParas]><![endif]>
(c) An employee whoagrees to work in an equal or lower paid position may be reclassified orregraded to that position. However, theemployee’s rate of pay shall not be reduced in the first four weeks afterreclassification or regrading. Thisprovision does not apply in cases of reclassification or regrading under clause19 (ii) of this Award.
<![if !supportEmptyParas]><![endif]>
(iii) Where anemployee is not satisfied with a decision relating to appointment or grading,the employee may apply in writing to the authorised person within 28 days for areview of the decision.
<![if !supportEmptyParas]><![endif]>
19. Mixed Duties andFunctions
<![if !supportEmptyParas]><![endif]>
An employee, who is competent to do so, shall where requiredperform alternative work to that usually performed by the employee, withoutreduction in pay. This is subject to mutual Award by both parties.
<![if !supportEmptyParas]><![endif]>
1. Acting HigherGrade
<![if !supportEmptyParas]><![endif]>
a) Employee’s infield positions who perform the work of another employee for a minimum one (1)full day and for clerical/professional staff who perform the work of anotheremployee for a minimum of one week which is paid at a higher rate than theemployee’s position, the employee shall be paid according to the employee’sskills, qualifications and experience but not less than the entry level for theposition.
<![if !supportEmptyParas]><![endif]>
b) Where an Awardholiday or group of Award holidays occurs during a period when an employee isacting in a higher paid position, the employee shall be paid for the holiday/sat the rate for acting in the position.
<![if !supportEmptyParas]><![endif]>
c) An employeeshall not receive higher grade pay whilst on leave unless the employee hasacted in the position for an aggregate of at least six (6) months during thetwelve (12) month period prior to going on leave or continuously for at leastthree (3) months immediately preceding the commencement of the leave.
<![if !supportEmptyParas]><![endif]>
d) Except where anemployee is relieving an employee who is on approved leave, periods of actingin a higher grade position shall not exceed six (6) months.
<![if !supportEmptyParas]><![endif]>
e) At thecompletion of the alternate work period an employee shall return to theirformer position or a mutually agreed role.
<![if !supportEmptyParas]><![endif]>
20. Hours of Work
<![if !supportEmptyParas]><![endif]>
(i) Spread ofOrdinary Hours of Work
<![if !supportEmptyParas]><![endif]>
Country Energy and its employeesagree there are three objectives to consider in determining the structure ofworking hours under this Award:
<![if !supportEmptyParas]><![endif]>
(a) The mosteffective way of servicing the customer; and
<![if !supportEmptyParas]><![endif]>
(b) The mosteffective way of meeting employee's needs for satisfying work, personaldevelopment, health and workplace safety.
<![if !supportEmptyParas]><![endif]>
(c) The mostefficient production and delivery of the service.
<![if !supportEmptyParas]><![endif]>
Unless otherwise determined inaccord with the provisions of this Award, standard hours are hours workedbetween:
<![if !supportEmptyParas]><![endif]>
0755 to 1600 hours (waterdivision),
<![if !supportEmptyParas]><![endif]>
0730 to 1512 (electricitynorthern division)
<![if !supportEmptyParas]><![endif]>
0730 to 1615 (electricitysouthern division)
<![if !supportEmptyParas]><![endif]>
0715 to 1700 (USU fieldstaff)
<![if !supportEmptyParas]><![endif]>
0800 to 1600 (USUadministration staff)
<![if !supportEmptyParas]><![endif]>
0830 to 1730 (northernadministration staff - RDO)
<![if !supportEmptyParas]><![endif]>
0830 to 1642 (northernadministration staff No RDO)
<![if !supportEmptyParas]><![endif]>
Mondays to Fridays inclusivesubject to starting and finishing times.
<![if !supportEmptyParas]><![endif]>
This spread of hours (standardhours of work) may be altered by agreement between Country Energy and employeesconcerned.
<![if !supportEmptyParas]><![endif]>
(ii) The span ofordinary hours of work for day workers shall be between (6.00 a.m. and 6.00p.m.) Monday to Friday inclusive.
<![if !supportEmptyParas]><![endif]>
(iii) Starting andFinishing Times
<![if !supportEmptyParas]><![endif]>
(a) Where agreementis reached between Country Energy and an employee or employees, up to 10ordinary working hours per day may be worked without the payment ofovertime. Where an employee’s ordinaryhours of work exceed seventy two in any two week cycle, the employee shall bepaid overtime rates for those hours worked in excess of seventy two, providedthat Country Energy has required that employee to work in excess of the seventytwo hours.
<![if !supportEmptyParas]><![endif]>
(b) The starting andfinishing times within the spread of hours shall be determined by CountryEnergy in consultation with the employees concerned.
<![if !supportEmptyParas]><![endif]>
(iv) Ordinary Hoursof Work - Day Workers
<![if !supportEmptyParas]><![endif]>
(a) The fortnightlyordinary hours of work for day workers receiving a RDO shall be (seventy twoper fortnight), to be worked on (nine weekdays at 8 hours per day) RDO’s are tobe staggered so that services are maintained.
<![if !supportEmptyParas]><![endif]>
(b) Where CountryEnergy and the Unions, in conjunction with the employees concerned, agree, theordinary hours of work may be worked to a total of one hundred and forty fouron nineteen weekdays in any four week cycle.
<![if !supportEmptyParas]><![endif]>
(c) The fortnightlyordinary hours of work for day workers not receiving a RDO shall be seventy twohours per fortnight worked at 7.2 hours per day worked between 0830 - 1642hours.
<![if !supportEmptyParas]><![endif]>
(d) The hours ofduty for employees are provided in the Flexible Working Hours Arrangement. Thearrangement provides for flexible working hours to meet the operational andclient service needs of the work area and the personal needs and interests ofemployees. It does this by providing flexible starting and finishing times, aswell as access to an accrued full day or days off within a work cycle.
<![if !supportEmptyParas]><![endif]>
(e) An employee whor*quests to work a thirty six hour, five day week for family or personalreasons may, with the consent of Country Energy may do so.
<![if !supportEmptyParas]><![endif]>
(f) Where anemployee’s rostered day off falls on an award holiday, the employee may eithertake the next working day as a rostered day off or with the consent of CountryEnergy take another mutually agreed day instead.
<![if !supportEmptyParas]><![endif]>
(g) Employees at eitherCountry Energy’s request or on their own request and with the approval ofCountry Energy, may defer and accumulate rostered days off to be taken at amutually agreed time provided that an employee shall not accumulate more thanfive rostered days off at any one time.
<![if !supportEmptyParas]><![endif]>
(v) Ordinary Hoursof Work - Shift Workers
<![if !supportEmptyParas]><![endif]>
Except as otherwise provided, the ordinary hours ofwork for shift workers shall be in a roster cycle, the number of weeks in thecycle multiplied by thirty-six.
<![if !supportEmptyParas]><![endif]>
(vi) Hours of Work -General
<![if !supportEmptyParas]><![endif]>
It is a consideration for the ordinary hours of workbeing (thirty six per week) that the ordinary hours of work be actual hoursworked inclusive of morning tea break.
<![if !supportEmptyParas]><![endif]>
(vii) Crib/lunchbreaks for day workers (field) are to be unpaid.
<![if !supportEmptyParas]><![endif]>
(viii) Lunch breaks foradministration staff are to be unpaid.
<![if !supportEmptyParas]><![endif]>
21. Flexible WorkingHours
<![if !supportEmptyParas]><![endif]>
(i) Thearrangements that will apply to Administration & Professional Staff are:
<![if !supportEmptyParas]><![endif]>
(a) Ordinary hoursof work will be seventy two (72) hours per fortnight.
<![if !supportEmptyParas]><![endif]>
(b) The span ofordinary hours of work will be 6.30 a.m. to 6.30 p.m. Monday to Fridayinclusive. All hours worked outside of the spread of ordinary hours will beovertime (Refer Clause 27).
<![if !supportEmptyParas]><![endif]>
(c) Standard corehours of work for administration staff utilising flexitime will be 8.00 a.m. to4.00 p.m. or 9.00 a.m. to 5.00 p.m., with a 48 minute lunch break taken between12.00 noon and 2.00 p.m., Monday to Friday inclusive.
<![if !supportEmptyParas]><![endif]>
(d) Employees maywork flexible hours by varying their standard hours; starting and finishingtimes and lunch breaks within the spread of ordinary hours of work.
<![if !supportEmptyParas]><![endif]>
(e) Employees whofail to honour the spirit of the Flexible Working Hours provisions shall revertto standard hours.
<![if !supportEmptyParas]><![endif]>
(f) Flexibleworking hours will be determined by consultation and agreement between an employeeand the employee’s supervisor, and will be managed by the employee’s supervisorand will be recorded on a time sheet.
<![if !supportEmptyParas]><![endif]>
(g) Flexible workinghours will be reconciled over a period of four weeks, the settlement period,which will correspond with two consecutive pay periods.
<![if !supportEmptyParas]><![endif]>
(h) Employees whowork in excess of the ordinary hours of work may accrue a maximum credit of 15hours, and any credit up to the maximum may be carried over from one settlementperiod to the next. An employee who accrues in excess of the maximum credit of15 hours in a settlement period will be paid overtime rates for those excesshours, in the pay period immediately following that settlement period.
<![if !supportEmptyParas]><![endif]>
(i) Employees whowork less than the ordinary hours of work may accrue a maximum debit of 10hours, and any debit up to the maximum may be carried over from one settlementperiod to the next. An outstanding debit may be deducted from an employee’sentitlements upon termination of employment.
<![if !supportEmptyParas]><![endif]>
(ii) Flexibleworking hours arrangements are for permanent full time employees only. Temporary and part-time employees are notentitled to this provision.
<![if !supportEmptyParas]><![endif]>
22. Shift Work
<![if !supportEmptyParas]><![endif]>
(i) Employees maybe required to work a 1, 2 or 3 shift system and shall be paid a shiftallowance in accord with the provisions of this Award.
<![if !supportEmptyParas]><![endif]>
(ii) The ordinaryhours of work for shift workers is an average of seventy-two (72) hours perfortnight over a roster cycle. Shift workers may be required to work more than72 hours in any one fortnight, but the total number of ordinary hours worked ina roster cycle must not exceed:
<![if !supportEmptyParas]><![endif]>
(a) Number offortnights in roster cycle multiplied by 72 hours.
<![if !supportEmptyParas]><![endif]>
(b) The number offortnights in a roster cycle shall not exceed 4.
<![if !supportEmptyParas]><![endif]>
(iii) Shifts may be:
<![if !supportEmptyParas]><![endif]>
(a) Afternoon Shift:a shift finishing after 18:30 and before or at midnight;
<![if !supportEmptyParas]><![endif]>
(b) Night Shift: ashift - finishing between midnight and 06:30, or commencing between midnightand at or before 05:00.
<![if !supportEmptyParas]><![endif]>
(c) Day Shift:standard hours - normally 0755 to 1600.
<![if !supportEmptyParas]><![endif]>
(iv) Employeesworking shifts (shift workers only), as defined in clause 22 (i, ii, iii),shall be eligible for the allowances listed below.
<![if !supportEmptyParas]><![endif]>
(a) Afternoon ShiftAllowance
<![if !supportEmptyParas]><![endif]>
Employees working the afternoon shift will be paid anallowance, with pro rata payment for portion of an afternoon shift worked.
<![if !supportEmptyParas]><![endif]>
(b) Night ShiftAllowance
<![if !supportEmptyParas]><![endif]>
Employees working the night shift will be paid anallowance, with pro rata payment for portion of a night shift worked.
<![if !supportEmptyParas]><![endif]>
(c) Morning ShiftAllowance
<![if !supportEmptyParas]><![endif]>
Employees working the morning shift will be paid anallowance, with pro rata payment for portion of a morning shift worked.
<![if !supportEmptyParas]><![endif]>
23. Quick Shift
<![if !supportEmptyParas]><![endif]>
(i) Where anemployee is a day worker or a shift worker and is required to work a QuickShift; (i.e. any two (2) completed shifts within any period of 24 hours) theemployee, subject to other provisions of this sub-clause, shall be paid atdouble time for the second shift worked.
<![if !supportEmptyParas]><![endif]>
(ii) Where a QuickShift is worked on Monday to Friday inclusive (excluding Public Holidays) thepayment of double time shall be made for the second shift only.
<![if !supportEmptyParas]><![endif]>
(iii) Where a QuickShift is worked on a weekend, Public Holiday or Leisure Day, only the rateprescribed by this clause in respect of such quick Shift, shall apply, i.e.double time will be the maximum total rate payable for the second shift worked.
<![if !supportEmptyParas]><![endif]>
(iv) The classificationof Quick Shifts shall not apply by reason of:
<![if !supportEmptyParas]><![endif]>
(a) Normal change ofshift, under regular shift workers' routine;
<![if !supportEmptyParas]><![endif]>
(b) Change of shiftat employee's request.
<![if !supportEmptyParas]><![endif]>
24. on Call andStanding By
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(Refer Clause: 59, Leave Reserved).
<![if !supportEmptyParas]><![endif]>
(i) On Call and StandingBy
<![if !supportEmptyParas]><![endif]>
(a) Employees maymake themselves available for "on call and standing by".
<![if !supportEmptyParas]><![endif]>
(b) Country Energywill consult with employees in determining an "on call and standingby" roster.
<![if !supportEmptyParas]><![endif]>
(c) If insufficientemployees have nominated themselves for an adequate "on call and standingby" roster Country Energy will nominate the employees to be included inthe "on call and standing by" roster.
<![if !supportEmptyParas]><![endif]>
(d) An employeedesignated as "on call and standing by" shall be available foremergency and/or breakdown work outside the employee’s usual hours of duty.
<![if !supportEmptyParas]><![endif]>
(e) On call andstand by is not pre-arranged overtime that has been pre-arranged prior to anemployee’s normal ceasing time.
<![if !supportEmptyParas]><![endif]>
(ii) Emergencyand/or Breakdown Work:
<![if !supportEmptyParas]><![endif]>
Emergency and/or breakdown work includes restoring continuityof supply returning to safe operating conditions any plant and equipment, whichhas failed, or is likely to fail, and/or maintenance work of an urgent natureto avoid interruption to supply. Thiswork includes all aspects of a customer’s installation, plant, equipment orappliances, which if not attended to, will cause distress, hardship or loss tothe customer and/or other occupants of the premises.
<![if !supportEmptyParas]><![endif]>
(iii) Call Out:
<![if !supportEmptyParas]><![endif]>
A call out shall commence from the time of attendingthe call, or calls, and will include the time spent on attending the call, foremergency and/or breakdown work, to the time the employee arrives home or otherauthorised place. A call out alsoincludes work involved on any further calls for service which the employee mayreceive whilst out on duty or before arrival at home. A call out does not include ordinary working time, which iscontinuous with a call out.
<![if !supportEmptyParas]><![endif]>
(iv) On Call DutyOfficer:
<![if !supportEmptyParas]><![endif]>
An on call duty officer, after the usual hours of workorganises the work of calls received for emergency and/or breakdown work, anddirects employees to respond to those calls.An on call duty officer usually does not carry out emergency and/orbreakdown work whilst acting as duty officer.
<![if !supportEmptyParas]><![endif]>
(v) Service Call:
<![if !supportEmptyParas]><![endif]>
A service call is all work in answering a customer calland directing on call employees to carry out work related to the call. Aservice call of less than fifteen minutes shall be counted as fifteen minutes.
<![if !supportEmptyParas]><![endif]>
(vi) Officer-in-Charge:
<![if !supportEmptyParas]><![endif]>
An Officer-in-Charge, shall be available at all timesafter the usaal hours of work to take charge of major emergency and/orbreakdown work.
<![if !supportEmptyParas]><![endif]>
(vii) Availability:
<![if !supportEmptyParas]><![endif]>
An employee on call and standing by shall:
<![if !supportEmptyParas]><![endif]>
(a) Be in thegeneral vicinity of the on call area for which they are responsible and becontactable at all times and respond to call outs without undue delay.
<![if !supportEmptyParas]><![endif]>
(b) Not engage inactivity or be committed in a way, which would prevent the employee immediatelyresponding to a call out.
<![if !supportEmptyParas]><![endif]>
(viii) On Call andStanding By Roster:
<![if !supportEmptyParas]><![endif]>
No employee shall be required to be constantlyavailable beyond four weeks where other employees are available for duty. Where no other employees are available forinclusion in an on call and standing by roster, the employee concerned shallhave at least one weekend off duty in each four weeks with out reduction in theavailability allowance.
<![if !supportEmptyParas]><![endif]>
(ix) AvailabilityAllowance - On Call and Standing By:
<![if !supportEmptyParas]><![endif]>
An on call and standing by employee shall be paid anavailability allowance as set in Item 1 of Table 1 of Part B of this Award.
<![if !supportEmptyParas]><![endif]>
(x) Payment forCall-Outs:
<![if !supportEmptyParas]><![endif]>
An on call and standing by employee shall be paid, inaddition to the availability allowance, at double ordinary time rate of pay forthe time worked on each call-out.
<![if !supportEmptyParas]><![endif]>
(xi) MinimumPayment:
<![if !supportEmptyParas]><![endif]>
The minimum payment for a call-out is three hours atdouble ordinary time rate of pay (electricity northern division, BEL &USU), 3.6 hours at double ordinary time rate of pay (water division).
<![if !supportEmptyParas]><![endif]>
(xii) On Call DutyOfficer - Availability:
<![if !supportEmptyParas]><![endif]>
(a) An employeerequired to act as On Call Duty Officer, shall remain at home at all times,unless otherwise required in the course of the employee’s duties, or exceptwhen allowed to leave home by permission of the Officer-in-Charge.
<![if !supportEmptyParas]><![endif]>
(b) An On Call DutyOfficer shall not be required to be constantly available beyond a period offour weeks where other employees are available for duty. Where no other employee is available forinclusion in the On Call Duty Officer roster, the employee concerned shall haveat least one weekend off duty in each four weeks without reduction of the OnCall Duty Officer Allowance.
<![if !supportEmptyParas]><![endif]>
(xiii) On Call DutyOfficer Allowance:
<![if !supportEmptyParas]><![endif]>
An On Call Duty Officer shall be paid a Duty OfficerAllowance as set in item 1 of Table 1 of Part B of this Award whilst requiredto act in that capacity.
<![if !supportEmptyParas]><![endif]>
(xiv) On Call Duty Officer- Payment for Service Calls and Direction of Work:
<![if !supportEmptyParas]><![endif]>
An employee acting as On Call Duty Officer shall bepaid, in addition to the On Call Duty Officer allowance, double ordinary timerate of pay for the time required to attend to all service calls and to directand record all work in respect of emergency and/or breakdown work. The minimum time payable for the work shallbe fifteen minutes at double ordinary time rate of pay.
<![if !supportEmptyParas]><![endif]>
(xv) AvailabilityAllowance - Officer in Charge:
<![if !supportEmptyParas]><![endif]>
An Officer-in-Charge shall be paid an availabilityallowance as set in item 1 of Table 1 of Part B of this Award whilst soengaged.
<![if !supportEmptyParas]><![endif]>
(xvi) Emergency and/orBreakdown Work - Officer-in-Charge:
<![if !supportEmptyParas]><![endif]>
(a) AnOfficer-in-Charge shall be paid in addition to the availability allowance,double ordinary time rate of pay for all time spent attending emergency and/orbreakdown work.
<![if !supportEmptyParas]><![endif]>
(b) AnOfficer-in-Charge who attends emergency and/or breakdown work shall at alltimes ensure that satisfactory arrangements are made so that theOfficer-in-Charge may be contacted without undue delay.
<![if !supportEmptyParas]><![endif]>
(xvii) Officer inCharge - Availability:
<![if !supportEmptyParas]><![endif]>
An Officer-in-Charge shall not be required to beconstantly available beyond a period of four weeks where other employees areavailable for duty. Where no otheremployees are available for inclusion in an Officer-in-Charge roster, theemployee concerned shall have at least one weekend off duty in each four weeks,without reduction of the availability allowance paid.
<![if !supportEmptyParas]><![endif]>
(xviii) Allowances -General:
<![if !supportEmptyParas]><![endif]>
(a) Payment duringPeriods of Leave
<![if !supportEmptyParas]><![endif]>
Allowances paid under this clause shall continue to bepaid to an employee during annual leave, long service leave, sick leave andworker’s compensation, provided the employee has been on call and standing byor has been acting as a Duty Officer or Officer-in-Charge, either constantly oron a roster, for at least one month prior to the leave.
<![if !supportEmptyParas]><![endif]>
(b) Other Allowances
<![if !supportEmptyParas]><![endif]>
Employees on call and standing by shall be entitled toall other allowances prescribed by this Award as may be applicable.
<![if !supportEmptyParas]><![endif]>
(c) Calculation of aWeek or Part Thereof
<![if !supportEmptyParas]><![endif]>
The allowances prescribed by this clause relate to afull week of seven days. Where the oncall duties of an employee do not cover a whole week, the allowances shall becalculated and paid on the basis of one fifth of the amount for each or partordinary working day, and one quarter of the amount for each or part Saturday,Sunday and/or Award Holiday. An on call period occurs on a Saturday, Sunday orAward Holiday if the major part of the on call and standing by period occurs onthose any of those days.
<![if !supportEmptyParas]><![endif]>
(xix) Rosters
<![if !supportEmptyParas]><![endif]>
Where an employee works to a roster, the allowanceshall be divided by the proportion of the number of weeks on duty in anyrolling period and paid in equal amounts for each week in the period. Anemployee required to perform extra duty at any time during their usual rosteredoff period shall receive additional payment for the extra duty in accordancewith this clause.
<![if !supportEmptyParas]><![endif]>
(xx) Work on An AwardHoliday
<![if !supportEmptyParas]><![endif]>
An employee required to be On Call and Standing By onan Award holiday shall be granted one (1) day’s leave in lieu.
<![if !supportEmptyParas]><![endif]>
(xxi) Meal Breaks /Allowances
<![if !supportEmptyParas]><![endif]>
Meal breaks and meal allowances shall apply (whereapplicable) to employees engaged in on-call and standing by emergency and/orbreakdown work.
<![if !supportEmptyParas]><![endif]>
(xxii) Short Notice
<![if !supportEmptyParas]><![endif]>
Where an employee is called upon to replace an employeeon the on-call roster due to unforeseen absences, and the notice is less than48 hours, then an allowance as per table 1 - Allowances shall apply (this doesnot apply to changing of set rosters at employees request). The short noticehas to be approved by the responsible supervisor before the replacement ismade.
<![if !supportEmptyParas]><![endif]>
(xxiii) Menindee andWilcannia (Electricity NorthernDivision)
<![if !supportEmptyParas]><![endif]>
Employees required to work at Menindee or Wilcanniashall, if required to remain on continuous stand-by for three (3) weeks, berelieved for one (1) day either at weekends or during the normal working weekwhichever is mutually satisfactory.
<![if !supportEmptyParas]><![endif]>
(xxiv) Standby (Water Division)
<![if !supportEmptyParas]><![endif]>
A daily allowance will be paid to employees who are requiredto "Stand-by": holding themselves available for duty, and shall bepaid whether or not the employees are called in to work.
<![if !supportEmptyParas]><![endif]>
Employees shall perform stand-by duties as directed,but shall be given reasonable notice. Stand-by shall be arranged by rosterwithin each workgroup. Such employees shall ensure that they can be contactedand can respond to a request to attend to duties while they are on stand-by, ina manner satisfactory to Country Energy.
<![if !supportEmptyParas]><![endif]>
| Weekday | 12 midnight to 8.00 am | 1 hour at the base hourly rate. |
| <![if !supportEmptyParas]><![endif]> | 4.00 pm to 12 midnight | 1 hour at the base hourly rate. |
| Public holiday | <![if !supportEmptyParas]><![endif]> | 8 hours at the base hourly rate |
| Weekend midnight Friday to mid | <![if !supportEmptyParas]><![endif]> | 8 hours per day at the base |
| night Sunday | <![if !supportEmptyParas]><![endif]> | hourly rate |
<![if !supportEmptyParas]><![endif]>
25. Payment
<![if !supportEmptyParas]><![endif]>
(i). Employees shallbe paid fortnightly and their pay shall be transferred to each employee’snominated bank, building society or credit Unions account no later than theclose of business on the working day prior to pay day for funds to be availableon payday.
<![if !supportEmptyParas]><![endif]>
(ii) Pay periodswill commence on Sundays and conclude on the following Saturday. Pays will be credited to individual employeebank accounts on the following Thursday after the close of the pay period.
<![if !supportEmptyParas]><![endif]>
(iii) Country Energyreserves the right to change the day in which payment is made. In thisinstance, employees would be compensated accordingly. Consultation between theparties would be held prior to any action being undertaken.
<![if !supportEmptyParas]><![endif]>
(iv) Country Energyshall deduct from an employee’s pay any amounts, which the employee authorisesin writing being contributions or payments for purposes approved by CountryEnergy, including Union membership fees.
<![if !supportEmptyParas]><![endif]>
26. Salary Sacrifice
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(i) Employees mayelect to receive superannuation benefits in lieu of a proportion of their Awardwages. The employee’s election to vary their superannuation benefit must be inwriting and would occur no more than once per calendar year.
<![if !supportEmptyParas]><![endif]>
(ii) An employeemay elect to receive an in house benefit up to a total value of $1330.00 perannum in lieu of receiving the equivalent amount ($1330) in wages under thisAward.
<![if !supportEmptyParas]><![endif]>
(iii) Allentitlements (long service leave, sick leave, annual leave, superannuation,overtime) will be paid at the full rate prior to the salary sacrificearrangements being made.
<![if !supportEmptyParas]><![endif]>
(iv) The maximumamount of salary sacrifice is 30% of the base rate of pay.
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This amount may be increased to 40% based on the employeesremaining tenure within the organisation and will be on a case for case basis.
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(v) Where supercontributions are made on a salary sacrifice basis, overtime and leave loadingwill be paid at the employee's pre-sacrifice salary rate.
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(vi) The employee’ssalary for severance and termination payments will be the gross salary, whichthe employee would receive if not taking part in salary sacrificing.
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27. Overtime - OtherThan for Shift Workers
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(i) Requirement toWork Reasonable Overtime:
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Where required, employees shall work reasonableovertime.
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(ii) Payment forWorking Overtime:
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An employee directed to perform work in excess of theusual ordinary working hours or outside the usual working hours shall be paidat double ordinary time rate of pay until the employee is released from work asfollows: -
<![if !supportEmptyParas]><![endif]>
(a) Where, on anyday, an employee works overtime immediately prior to the usual commencing timeand immediately after the usual ceasing time, the total hours of both periodsof overtime shall be taken into account for the purpose of the commencement ofdouble ordinary time rate of pay.
<![if !supportEmptyParas]><![endif]>
(iii) Payment forWork on a Holiday:
<![if !supportEmptyParas]><![endif]>
An employee who works on an award holiday shall be paidas follows:-
<![if !supportEmptyParas]><![endif]>
(a) Any time workedbetween the usual commencing and usual ceasing time, at double ordinary timerate of pay in addition to the employee’s ordinary pay for the day.
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(b) Any time workedbefore or after the usual ordinary hours of work, at double ordinary time plusone half the ordinary rate of pay until the employee is released from work.
<![if !supportEmptyParas]><![endif]>
(iv) Time off InLieu Of Payment:
<![if !supportEmptyParas]><![endif]>
An employee may elect, with the consent of CountryEnergy, to take time off, in ordinary time, in lieu of payment for overtime ata time or times agreed with Country Energy.Time off in lieu shall be on the basis of one hour off for each hour ofovertime worked and shall be taken at a mutually agreed time.
<![if !supportEmptyParas]><![endif]>
(v) Time off in LieuOptions:
<![if !supportEmptyParas]><![endif]>
(a) Overtime workedpaid at ordinary hours plus equivalent time off in lieu.
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(b) Overtime paid atovertime rates (no time in lieu)
<![if !supportEmptyParas]><![endif]>
(c) No payment forovertime - equivalent hours @ appropriate overtime rate (actual hours worked)in lieu.
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(d) Country Energyshall, if requested by an employee, provide payment, at the relevant overtimerate for any overtime worked which was to be taken as time off in lieu andwhich has not been taken within four weeks of accrual, provided Country Energywas responsible for the employee not being able to take the relevant time off.
<![if !supportEmptyParas]><![endif]>
(vi) Standing By:
<![if !supportEmptyParas]><![endif]>
An employee directed to stand-by to work overtime shallbe paid at ordinary time rate of pay from the time of commencement of thestand-by until released from the stand-by or until he commences workingovertime.
<![if !supportEmptyParas]><![endif]>
(vii) Minimum Paymentfor Recall to Work Overtime:
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An employee notified at work to start overtime laterthan one hour after the usual ceasing time, or earlier than two hours beforethe usual starting time, or an employee notified after finishing work to workovertime shall be paid a minimum of three hours (3) pay at overtime rates. However, the minimum payment shall not applywhere overtime is continuous, including any meal break, with starting orfinishing of the employee’s usual working hours.
<![if !supportEmptyParas]><![endif]>
(viii) Transport ofEmployees:
<![if !supportEmptyParas]><![endif]>
When an employee, after having worked overtime finisheswork at a time when reasonable means of transport are not available, CountryEnergy shall provide the employee with transport to the employee’s home or paythe employee at the ordinary time rate of payment for reasonable time to travelhome.
<![if !supportEmptyParas]><![endif]>
(ix) Rostered shiftworkers
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Shift workers, or employees required to relieve shiftworkers, who perform shift work during their rostered break, shall receivepayment at the rate of double time for work so performed, except where adefinite transfer from one roster to another has been arranged.
<![if !supportEmptyParas]><![endif]>
28. Rest Period AfterOvertime
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(i) Whereverreasonably practicable, employees shall have at least eight (8) consecutivehours off duty before commencing ordinary time work
<![if !supportEmptyParas]><![endif]>
(refer flow chart appendix 1).
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(ii) An employee,recalled to work overtime after midnight, shall be entitled to extend the usualcommencing time on the day following by an equivalent period. An employee shall receive payment for anyordinary hours, which fall within the extended start time period.
<![if !supportEmptyParas]><![endif]>
(iii) If on theinstruction of the supervisor, such employee resumes or continues work withouthaving had 8 consecutive hours off duty, they shall be paid double theirstandard rate until they are released from duty for eight consecutivehours. These arrangements are subjectto the ruling that when an employee has been working for 16 hours they willcease work. A review will be undertakenafter 12 hours consecutive work to assess the competence of the employee tocontinue carrying out their normal duties safely.
<![if !supportEmptyParas]><![endif]>
(iv) Rest periodsshall not apply if any employee works overtime for less than three (3) hours.
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(v) To qualify for arest period after overtime, an employee is required to work overtime orcall-out for three (3) hours or more, either continuous or in broken periods,between midnight and their standard starting time (e.g. 8.00am) on their nextstandard working day.
<![if !supportEmptyParas]><![endif]>
29. Meal Time andAllowances
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(i) Meal Breaks:
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(a) An employeeshall not, at any time, be compelled to work for more than five hours without abreak for a meal.
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(b) Field employeesshall be allowed an unbroken meal break of not less than thirty minutes withoutpay on each ordinary working day.Employees shall be granted a paid ten-minute morning tea break taken atthe location of the work being undertaken.
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(c) The provisionsof this sub-clause may be applied to shift workers when working on a day shift,which falls within the ordinary hours of work for day workers.
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(d) Administrationemployees shall be allowed a meal break of one hour (1) without pay on eachordinary working day.
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(ii) Meal Times -Shift Workers:
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Shift workers shall be allowed in each ordinary workingshift, a meal crib time of thirty minutes.
<![if !supportEmptyParas]><![endif]>
<![if !supportEmptyParas]><![endif]>
(iii) Meal Times:
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The times fixed for the taking of meal breaks during anordinary working day or ordinary rostered shifts may vary for groups ofemployees and/or individual employees, as may be necessary or appropriate for theconduct of Country Energy’s business and/or the management and best use of anymealtime facilities and equipment provided.
<![if !supportEmptyParas]><![endif]>
(iv) Working inusual Break:
<![if !supportEmptyParas]><![endif]>
(a) An employee’susual time for the taking of a meal break may, by mutual Award, be variedtemporarily or shortened in special circ*mstances rather than on a regularbasis.
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(b) Where anemployee is required to work through the usual meal time the employee shall bepaid a crib allowance as prescribed in Part B table 1 for the period duringwhich the meal break was deferred.
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(v) Overtime MealBreaks:
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An employee required to work overtime shall have athirty-minute meal break at the appropriate overtime rate on the followingbasis:
<![if !supportEmptyParas]><![endif]>
(a) After one andone half hours or more overtime following the employee’s usual finishing time.The meal break may be taken by mutual arrangement at the commencement of orduring the overtime period.
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(b) After which,each additional period of four hours of overtime worked, meal breaks shall betaken during the overtime period by mutual arrangements. An employee shall not be compelled to workovertime for more than five hours without a meal break.
<![if !supportEmptyParas]><![endif]>
(c) Paid meal breaksare time worked for the purpose of calculating overtime.
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(d) Meal breaks maybe extended to not more than one hour, provided that any extension beyondthirty minutes shall be taken without pay.
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(e) An employeeentitled to a meal break shall be paid a meal allowance as set in item 2 ofTable 1 of Part B of this Award.
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(f) An employee whoeither works two hours or more prior to normal working hours or works overtimewhich is broken by a period of ordinary working hours or rostered shift, andthe overtime in the aggregate is two hours or more, the employee shall beentitled to a meal allowance as set in item 2 of Table 1 of Part B of thisAward. This entitlement does notentitle the employee to a meal break.
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(vi) Shift WorkOvertime:
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Meal breaks during periods of overtime and the paymentof meal allowances shall apply to shift workers required to work overtimeoutside the hours of their ordinary rostered shift, except where, by anapproved arrangement made between employees or at their request, excess time isincurred in changed shifts or in their ordinary rostered shifts.
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30. Redundancy
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(i) Where CountryEnergy has made a definite decision that an employee’s job is redundant,Country Energy shall hold discussion with the employee directly affected andtheir Union.
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Discussions are to identify alternatives toretrenchment including transfers to other work, retraining and voluntaryredundancy programs.
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For the purposes of the discussion Country Energyshall, as soon as practicable, provide to the employees concerned and theirUnion or Unions, all relevant information about the proposed redundancyincluding the reasons for, the number and categories of employees likely to beaffected, and the number of workers normally employed and the period over whichthe retrenchments are likely to occur. Country Energy shall not be required todisclose confidential information, which is not in its business interests.
<![if !supportEmptyParas]><![endif]>
(ii) Where anemployee is transferred to lower paid duties as an alternative to retrenchment,the employee shall be entitled to four weeks notice of transfer and theprevailing salary maintenance program as agreed between the Unions and CountryEnergy will be applied.
<![if !supportEmptyParas]><![endif]>
(iii) Where abusiness is, before or after the date of this Award, transmitted to CountryEnergy and an employee who as a result of the transmission transfers to CountryEnergy:
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(a) the continuityof the employment of the employee shall be unbroken because of a transmission;and
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(b) the period ofemployment, which the employee had with the transmitter or any priortransmitter, shall be service with Country Energy.
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(iv) During theperiod of notice of termination given by Country Energy an employee shall beallowed at least one day’s time off without loss of pay during each week ofnotice for the purpose of seeking other employment.
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(v) Where a decisionhas been made to make a position redundant, Country Energy shall notify theappropriate agency as soon as possible of the number and categories of theemployees likely to be affected and the period over which the terminations areintended to be carried out.
<![if !supportEmptyParas]><![endif]>
(vi) An employeewhose employment is terminated shall be entitled to the following amount ofseverance pay in respect of a continuous period of service:
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Voluntary Redundancy(refer appendix 4)
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Service Between 1 Year and 13 Years -
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(a) Four weeksnotice or payment in lieu. Plus an additional one weeks notice or pay in lieufor employees aged 45 years and over with 5 or more years of completed service.
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(b) Severance pay atthe rate of 3 weeks per year of continuous service up to a maximum of 39 weeks,with pro rata payments for incomplete years of service to be on a quarterlybasis.
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(c) The benefitallowable as a contributor to a retirement fund.
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(d) An additionalacceptance payment, if a severance offer is accepted within two weeks of thewritten offer, as follows:
| <![if !supportEmptyParas]><![endif]> Period of Continuous Service | Severance Pay |
| Less than one year | 2 weeks pay |
| One year and less than two years | 4 weeks pay |
| Two years and less than three years | 6 weeks pay |
| Three years or more | 8 weeks pay |
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"Weeks’ pay" means the ordinary time rate of payfor the employee concerned.
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Service Between 14 Years and 17 Years -
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52 weeks with pro-rata payments for incomplete years ofservice to be on a quarterly basis.
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Service of 18 Years Plus -
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(a) Severance pay atthe rate of 3 weeks per year of continuous service, with pro-rata payments forincomplete years of service to be on a quarterly basis.
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(b) In the eventthat payment under enforced redundancy is less that what would be receivedunder voluntary redundancy, then clause (vi) above applies.
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(c) In addition tothe above payments, an employee who has a preserved balance of sick leave underClause 31 (iii) (a) of this Award shall be paid for that preserved balance ofsick leave.
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(d) An employee mayterminate employment during a period of notice and, if so, shall be entitled tothe same benefits and payments under this clause had the employee remained withCountry Energy until the expiry of the notice.
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(e) This clauseshall not apply where employment is terminated as a consequence of conduct thatjustifies instant dismissal, including malingering, inefficiency or neglect ofduty, in the case of temporary employees, casual employees or apprentices.
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31. Sick Leave
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(i) An employee whois absent from work due to personal illness or injury, not due to injury byaccident arising out of and in the course of employment, shall have access toSick Leave with pay subject to the following:
<![if !supportEmptyParas]><![endif]>
a) An employeeshall where possible notify their manager/team leader, within one (1) hour ofthe employee’s usual starting time, of the employee’s inability to attend onaccount of personal illness or injury and advise of the estimated duration ofabsence.
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b) An employee willnot be required to produce medical certificates except as required in Clause 31(c). However, an employee is requiredto satisfy their manager/team leader that an absence is due to personal illnessor injury.
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c) The managementof Sick Leave shall be in accordance with Country Energy’s Sick Leave andPersonal Carers Leave Policy. If an employee is to undergo sick leave case management,the employee may be required to produce satisfactory medical evidence.
<![if !supportEmptyParas]><![endif]>
d) Where anemployee has a long term illness, which has caused the employee to be absentfor more than 26 weeks, Country Energy will consult with the employee’s Union,and the employee’s medical adviser or refer the employee to a nominated medicalpractitioner to determine the likelihood of the employee returning towork. If the medical advice confirmsthat the employee will be unable to return to work, Country Energy may terminatethe employee’s service.
<![if !supportEmptyParas]><![endif]>
e) Where it hasbeen established, on medical advice, that the employee is unlikely to return towork because of the employee’s illness or injury, Country Energy may terminatethe employee’s service. In addition toother termination of employment entitlements, the employee will be paid anamount equivalent to two (2) weeks pay for each year of service with CountryEnergy up to a maximum of twenty six (26) weeks pay plus four (4) weeks pay inlieu of notice.
<![if !supportEmptyParas]><![endif]>
(ii) Avoidance of DuplicateBenefits
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An employee, who has been granted Sick Leave under thisClause, and who in respect of the same period of Sick Leave receivescompensation under any Act or law, shall reimburse Country Energy from thatcompensation, any amounts paid as Sick Leave.
<![if !supportEmptyParas]><![endif]>
(iii) ExistingAccumulation
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(a) Employees shallhave their untaken Sick Leave accumulated preserved in accordance with thefollowing entitlements:
<![if !supportEmptyParas]><![endif]>
BIC electricity @1 April 1994.
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Administration Staff @ 1 April 1994.
<![if !supportEmptyParas]><![endif]>
ASU/MEU @ 1 November 1997.
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BEL @ 30 June 1997.
<![if !supportEmptyParas]><![endif]>
ETU @ 30 June 1997.
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BIC Water - Calculate the number of sick daysaccumulated @ date of termination and the number of days accumulated @ 14February 1993. The maximum number ofaccumulated days that can be cashed in is the lesser of the two figures.
<![if !supportEmptyParas]><![endif]>
(b) An employeeshall be paid their preserved balance (identified under (iii) (i) above) oncessation of employment or where an employee’s service is terminated becausethe employee is unable to return to work under sub-clause (i) (d) or (e) above,or where an employee is made redundant by Country Energy.
<![if !supportEmptyParas]><![endif]>
(c) Where anemployee dies, the preserved balance shall be paid to the employee’s legalrepresentative.
<![if !supportEmptyParas]><![endif]>
(iv) Illness DuringAnnual and Long Service Leave
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If an employee suffers personal illness or injury for aperiod of at least five (5) consecutive days whilst on certificated leave, theemployee will be granted additional leave equivalent to the period of personalillness or injury, which occurred during the leave. In these circ*mstances, satisfactory medical evidence will benecessary.
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Lesser periods will be considered on a case by casebasis provided satisfactory medical evidence is available.
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32. Personal Carer’sLeave
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32.1 An employee,other than an a casual employee, with responsibilities in relation to a classof person set out in sub-clause 32.3.2, who needs the employee’s care andsupport, shall be entitled to use, in accordance with this sub-clause, sickleave provided for in the Award for absences to provide care and support, forsuch persons when they are ill or who require care due to an unexpectedemergency. Such leave may be taken for part of one day.
<![if !supportEmptyParas]><![endif]>
Note: In the unlikely event that more than 10 days sickleave in any one year is to be used for caring purposes the employer and theemployee shall discuss appropriate arrangements which, as far as practicable,take account of the employer’s and employee’s requirements.
<![if !supportEmptyParas]><![endif]>
Where the parties are unable to reach agreement thegrievance resolution procedure of the Award should be followed.
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32.2 The employeeshall, if required,
<![if !supportEmptyParas]><![endif]>
32.2.1 establish eitherby production of a medical certificate or statutory declaration, the illness of the person concerned and that theillness is such as to require care by another person, or
<![if !supportEmptyParas]><![endif]>
32.2.2 establish byproduction of documentation acceptable to the employer or a statutorydeclaration, the nature of the emergency resulted in the person concernedrequiring care by the employee.
<![if !supportEmptyParas]><![endif]>
In normal circ*mstances, an employee must not takecarer’s leave under this subclause where another person had taken leave to carefor the same person.
<![if !supportEmptyParas]><![endif]>
32.3 The entitlementto use sick leave in accordance with this clause is subject to:
<![if !supportEmptyParas]><![endif]>
32.3.1 the employee beingresponsible for the care and support of the person concerned: and,
<![if !supportEmptyParas]><![endif]>
32.3.2 the personconcerned being:
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32.3.2.1 a spouseof the employee; or
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32.3.2.2 a defacto spouse, who, in relation to a person, is a person of the opposite sex to the first mentionedperson who lives with the first mentioned person as the husband or wife of thatperson on a bona fide domestic basis although not legally married to thatperson; or
<![if !supportEmptyParas]><![endif]>
32.3.2.3 a childor adult child (including an adopted child, a step child, a foster child or anex-nuptial child), parent (including a foster parent and legal guardian ),grandparent, grandchild or sibling of the employee or spouse or de facto spouseof the employee; or
<![if !supportEmptyParas]><![endif]>
32.3.2.4 a samesex partner who lives with the employee as the de facto partner of thatemployee on a bona fide domestic basis; or
<![if !supportEmptyParas]><![endif]>
32.3.2.5 arelative of the employee who is a member of the same household, where for thepurpose of this paragraph :
<![if !supportEmptyParas]><![endif]>
1. "relative"means a person related by blood, marriage or affinity
<![if !supportEmptyParas]><![endif]>
2. "affinity"means a relationship that one spouse because of marriage has to blood relativesof the other; or
<![if !supportEmptyParas]><![endif]>
3. "household"means a family group living in the same domestic dwelling.
<![if !supportEmptyParas]><![endif]>
32.4 An employeeshall, wherever practicable, give the employer reasonable notice prior to theintention to take leave, the reason for taking such leave and the estimatedlength of absence, the employee shall notify the employer by telephone of suchabsence at the first opportunity on the day of absence.
<![if !supportEmptyParas]><![endif]>
32.5 An employee mayelect with the consent of the employer, to take unpaid leave for the purpose ofproviding care and support to a class of person set out in subclause 32.3.2above who is ill or who requires care due to an unexpected emergency.
<![if !supportEmptyParas]><![endif]>
32.6 An employee mayelect with the consent of the employer, to take annual leave not exceeding tendays in single day periods, or part thereof, in any calendar year at a time ortimes agreed by the parties, for the purposes of providing care to a class ofperson set out in subclause 32.3.2
<![if !supportEmptyParas]><![endif]>
32.6.1 An employee mayelect with the employer’s agreement to take annual leave at any time within aperiod of 24 months from the date at which it falls due.
<![if !supportEmptyParas]><![endif]>
32.7 An employee mayelect, with the consent of the employer, to take time off in lieu of paymentfor overtime at a time or times agreed with the employer within twelve (12)months of the said election.
<![if !supportEmptyParas]><![endif]>
32.8 Overtime taken astime off during ordinary time hours shall be taken at the ordinary time rate,that is an hour for each hour worked.
<![if !supportEmptyParas]><![endif]>
32.9 If, havingelected to take time as leave, in accordance with subclause 32.7, the leave isnot taken for whatever reason, payment for time accrued at overtime rates shallbe made at the expiry of the twelve (12) month period or on termination.
<![if !supportEmptyParas]><![endif]>
32.10 Where no electionis made in accordance with the said subclause 32.7, the employee shall be paidovertime rates in accordance with the Award.
<![if !supportEmptyParas]><![endif]>
32.11 An employee mayelect, with the consent of the employer, to work ‘make-up time’ under which theemployee takes time off ordinary hours, and works those hours at a later time,during the spread of ordinary hours provided in the Award, at the ordinary rateof pay.
<![if !supportEmptyParas]><![endif]>
32.12 An employee onshift work may elect, with the consent of the employer, work ‘make-up time’(under which the employee takes time off ordinary hours and works those hoursat a later time) at the shift work rate which would have been applicable to thehours taken off.
<![if !supportEmptyParas]><![endif]>
32.13 An employee mayelect, with consent of the employer, to take a rostered day off at any time.
<![if !supportEmptyParas]><![endif]>
32.14 Personal Carer’sEntitlement for casual employees
<![if !supportEmptyParas]><![endif]>
32.14.1 Subjectto the evidentiary and notice requirements in subclause 32.2 and 32.4, casualemployees are entitled to not be available to attend work, or to leave work ifthey need to care for a person prescribed in subclause 32.3.2 of this clausewho are sick and require care and support, or who require care due to anunexpected emergency, or the birth of a child.
<![if !supportEmptyParas]><![endif]>
32.14.2 Theemployer and the employee shall agree on the period for which the employee willbe 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 anypayment for the period of non-attendance.
<![if !supportEmptyParas]><![endif]>
32.14.3 Anemployer must not fail to re-engage a casual employee because the employeeaccessed the entitlements provided for in this clause. The rights of anemployer to engage or not engage a cASUal employee are otherwise not affected.
<![if !supportEmptyParas]><![endif]>
33. Annual Leave
<![if !supportEmptyParas]><![endif]>
Annual leave shall accrue at the rate of:
<![if !supportEmptyParas]><![endif]>
(i) Five (5) weeks(four weeks annual leave plus one additional week for being based in theWestern Division).
<![if !supportEmptyParas]><![endif]>
(ii) BICelectricity and USU staff with the existing entitlement of six (6) weeks (fourplus one additional week for being based in the Western Division plus oneadditional week) per annum is ring-fenced from 1 January 2004. This applies to present occupants only.
<![if !supportEmptyParas]><![endif]>
(iii) Annual leaveloading of 17.5% will be paid on the annual leave entitlement for BHElectricity, Administration and Water division employees.
<![if !supportEmptyParas]><![endif]>
(iv) Annual leaveloading of 17.5% will be paid to employees who are discharged from CountryEnergy’s service on the accumulated annual leave entitlement for staff asentitled in (iii) above.
<![if !supportEmptyParas]><![endif]>
(v) All employees onleaving or being discharged from Country Energy’s service shall receive paymentin lieu of annual leave pro rata according to the time worked.
<![if !supportEmptyParas]><![endif]>
(vi) Annual leaveentitlements shall be taken as soon as practicable after they fall due, subjectto approval and by mutual agreement.
<![if !supportEmptyParas]><![endif]>
(vii) Paid time lostas a result of accident shall be regarded as time worked for the purpose ofcalculating annual leave.
<![if !supportEmptyParas]><![endif]>
(viii) Employeestaking their annual leave shall give one month's notice (wherever practicable)prior to date of holidays.
<![if !supportEmptyParas]><![endif]>
(ix) Shift workers -Employees required to perform regular rostered shiftwork shall be entitled to 6weeks annual leave.
<![if !supportEmptyParas]><![endif]>
(x) Employees whor*lieve employees engaged on regular rostered shift work, shall be entitled toone day additional annual leave for each 10 weeks or portion of such 10 weeksthey so relieved. A week shall mean any single period of 7 days.
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(xi) Payment madeunder this clause (for water division employees) will be based on theemployee’s personal average earnings for the preceding year excludingallowances but including overtime.
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(refer Clause 59, Leave Reserved).
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(xii) Payment for BHElectricity, BEL, USU andAdministration employees will be made at their current hourly rate.
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34. Long ServiceLeave
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(i) Amount of Leave
<![if !supportEmptyParas]><![endif]>
Country Energy shall grant each employee, long serviceleave on full pay after each period of continuous service on the followingbasis:
<![if !supportEmptyParas]><![endif]>
| Length of Service | Quantum of Leave |
| After 10 years | 13 weeks |
| Between 10 and 15 years | 1.7 weeks/year |
| Between 15 and 20 years | 2.7 weeks/year |
| After 20 years | 2.6 weeks/year |
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(ii) Accrual ofLeave
<![if !supportEmptyParas]><![endif]>
Long service leave shall accrue during a period ofcontinuous service on a basis proportionate to the scale of leave set outabove.
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(iii) Taking ofLeave
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An employee shall not be entitled to take any period oflong service leave until the employee has completed ten years service. Longservice leave should be taken "as soon as practicable" after theleave becomes due taking in consideration of the business interests of CE andby mutual agreement between the parties.
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(iv) FragmentedLeave
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Long service leave when due, may, with the approval ofCountry Energy, be taken in separate periods of not less than one week wherethe employer and employee agree.
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(v) Notice of Leave
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An employee shall apply for long service leave bygiving at least one month’s notice (where practicable) of the date the employeewishes to commence leave.
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(vi) ContinuousService
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Continuous service shall be the period from the date ofcommencement to the date of termination of employment and shall include:
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(a) For employeesemployed by Country Energy as at 1 January, 1997 who had been credited foremployment with a city, municipality, shire or county district, or localgovernment body or electricity distributor or for employment in New South Waleswith any person or corporation which has supplied electricity to the publicunder franchise Award in accordance with the New South Wales Local GovernmentAct.
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(b) All approvedleave
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(c) Previousemployment with Australian Inland, Australian Inland Energy, Australian InlandEnergy and Water, Broken Hill Water Board, Murray River Electricity, BH CityCouncil and PcPro.
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(d) Employment as apart-time employee, where employment has been on a continuous basis.
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Periods which shall not be included in the calculationof continuous service are unapproved unpaid absences, absence on maternityleave and leave with out pay.
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(vii) DischargedEntitlements
<![if !supportEmptyParas]><![endif]>
Long service leave shall be subject to the deduction ofany period of long service leave already taken and/or the period of longservice represented by any payment in lieu thereof made to the employee upontermination of employment in respect of any service counted in accordance withthis clause.
<![if !supportEmptyParas]><![endif]>
(viii) Apprentices/Traineeships
<![if !supportEmptyParas]><![endif]>
Persons who have completed anapprenticeship/traineeship with CE or third party and who are re-employed by CEwithin 12 months of completing the apprenticeship shall have the period of theapprenticeship recognised for long service leave purposes.
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(ix) Payment
<![if !supportEmptyParas]><![endif]>
(a) Allowances
<![if !supportEmptyParas]><![endif]>
An employee who regularly receives payment of on-calland standing by allowances, shift allowances, and leading hand allowance willreceive payment of those allowances during periods of long service leave on thesame basis of payment or average payment to the employee in the four week(twelve month for leading hands) period prior to the date of commencement ofthe leave.
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(b) Full Pay
<![if !supportEmptyParas]><![endif]>
During a period of long service leave, an employeeshall be paid, the employee’s rate of pay which the employee would havereceived for the period had the employee not been on leave.
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(c) Payment BeforeLeave
<![if !supportEmptyParas]><![endif]>
An employee shall be entitled to receive payment forthe full period of long service leave prior to the date upon which leave commences.
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(x) Award / PublicHolidays
<![if !supportEmptyParas]><![endif]>
Long Service Leave shall be exclusive of all AwardHolidays which occur during the period of such leave.
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(xi) Termination ofEmployment
<![if !supportEmptyParas]><![endif]>
(a) Ten Years
<![if !supportEmptyParas]><![endif]>
Where an employee has completed at least ten yearscontinuous service and the employee’s employment is terminated for any reason,or the employee dies, Country Energy shall pay to the employee or theemployee’s legal representative, the monetary equivalent of the employee’saccrued long service leave.
<![if !supportEmptyParas]><![endif]>
(b) Short Service
<![if !supportEmptyParas]><![endif]>
Where an employee has completed at least five yearsservice and employment is terminated by Country Energy for any reason, or bythe employee, Country Energy shall pay to the employee or the employee’s legalrepresentative the monetary equivalent of the employee’s accrued long serviceleave.
<![if !supportEmptyParas]><![endif]>
(c) Payment onTermination
<![if !supportEmptyParas]><![endif]>
On termination of employment, an employee shall be paidthe ordinary rate of pay, excluding allowances, for the accrued long serviceleave.
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(xii) No Payment inLieu
<![if !supportEmptyParas]><![endif]>
An employee shall not be paid in lieu of long serviceleave except on termination of employment.
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35. Parental Leave
<![if !supportEmptyParas]><![endif]>
1) Employees shallhave, in connection with the birth or adoption of a child, maternity, paternityor adoption leave in accordance with the provisions of the NSW IndustrialRelations Act, 1996.
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2) An employeeshall, subject to the completion of twelve (12) months continuous service withCountry Energy, be entitled to;
<![if !supportEmptyParas]><![endif]>
a) maternity leavewith full pay for a period of 14 weeks, or, in the alternative, 28 weeks at half pay and;
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b) adoption leavewith full pay for a period of 14 weeks, or in the alternative, 28 weeks at halfpay and;
<![if !supportEmptyParas]><![endif]>
c) Paternity leavewith full pay for a period of 2 week or in the alternative, 4 weeks at halfpay.
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d) Return fromParental leave on a Part Time basis until the child reaches school age.
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3) An employeeshall be entitled to such additional leave without pay as shall amount inaggregate to a total period of maternity leave and adoption leave not exceedingone hundred and four (104) weeks.
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4) In accordancewith this Clause, an employee may utilise the whole or part of any Annual Leaveand/or Long Service Leave or other paid leave provided that the total period ofleave does not exceed one hundred and four (104) weeks.
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5)
<![if !supportEmptyParas]><![endif]>
(i) Refer to theIndustrial Relations Act 1996 (NSW). The Following provisions shall also apply in addition to thoseset out in the Industrial Relations Act 1996 (NSW).
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(ii) An employermust not fail to re-engage a regular cASUal employee (s.53(2) of the Act)because:
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(a) the employee orthe employee’s spouse is pregnant; or
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(b) the employee isor has been immediately absent on parental leave.
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The rights of an employer in relation to engagement andre-engagement of casual employees are not affected, other than in accordancewith this clause.
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(iii) Right ofRequest
<![if !supportEmptyParas]><![endif]>
(A) An employeeentitled to parental leave may request the employer to allow the employee:
<![if !supportEmptyParas]><![endif]>
(a) to extend theperiod of simultaneous unpaid parental leave use up to a maximum of eight weeks;
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(b) to extend theperiod of unpaid parental leave for afurther continuous period of leave not exceeding 12 months;
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(c) to return from aperiod of parental leave on a part-time basis until the child reaches schoolage;
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to assist the employee in reconciling work and parentalresponsibilities.
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(B) The employershall consider the request having regard to the employee’s circ*mstances and,provide the request is genuinely based on the employee’s parentalresponsibilities, may only refuse the request on reasonable grounds related tothe effect on the workplace or the employer’s business. Such Grounds mightinclude cost, lack of adequate replacement staff, loss of efficiency and theimpact on customer service.
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(C) Employee’srequest and the employer’s decision to be in writing The employee’s request andthe employer’s decision made under iii(A)(b) and iii(a)(c) must be recorded inwriting.
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(D) Request to returnto work part-time
<![if !supportEmptyParas]><![endif]>
Where an employee wishes to make a request underiii(A)(c), such a request must be made as soon as possible but no less thanseven weeks prior to the date upon which the employee is due to return to workfrom parental leave.
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(iv) Communicationduring parental leave
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(a) Where anemployee is on parental leave and a definite decision has been made tointroduce significant change to the workplace, the employer shall takereasonable steps to:
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(i) makeinformation available in relation to any significant effect the change willhave on the status or responsibility level of the position the employee heldbefore commencing parental leave; and
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(ii) provide anopportunity for the employee to discuss any significant effect the change willhave on the status or responsibility level of the position the employee heldbefore commencing parental leave.
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(b) The employeeshall also take reasonable steps to inform the employer about any significantmatter that will affect the employee’s decision regarding the duration ofparental leave to be taken, whether the employee intends to return to work andwhether the employee intends to request to work on a part-time basis.
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(c) The employeeshall notify the employer of changes of address or other contact details whichmight affect the employer’s capacity to comply with paragraph (a).
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6) Paid leave ofabsence granted under this Clause shall be counted as service for the purposesof this Award.
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36. Jury Service
<![if !supportEmptyParas]><![endif]>
(i) An employeeshall notify Country Energy as soon as possible of the date upon which they arerequired to attend for jury service. Employees shall be granted jury serviceleave with out loss of pay.
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(ii) An employeeshall be paid their normal base wage/salary by Country Energy during the periodof jury service and any monies received for jury service will be signed over toCountry Energy.
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(iii) An employeerequired to attend for jury service during a period of annual leave shall, onapplication be credited with annual leave at a subsequent date, for the periodduring which the employee would have been on annual leave had the employee notbeen on jury service.
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37. Award Holidays
<![if !supportEmptyParas]><![endif]>
(i) Holidays:
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All full-time, part-time and temporary employees shallbe entitled to the following days as award holidays without loss of pay.
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(a) Any dayproclaimed as a State wide public holiday.Payment will not be made for a public holiday that falls on a weekendwhere the employee does not work.
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(b) The CountryEnergy employees’ Unions Picnic Day to be held on a day (traditionallyMelbourne Cup Day) mutually agreed between Country Energy and the employees,provided that a reasonable level of customer service is to be provided on theday
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(c) "Do-day"to be taken on a day mutually agreed between Country Energy and theemployees. The commencement time andduration time of the "do-day" function is subject to management approvaland consultation between the parties.
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(ii) EmployeeAbsent Prior to and after Award Holiday
<![if !supportEmptyParas]><![endif]>
An employee who is absent from duty withoutnotification to Country Energy on the working day prior to and the working dayfollowing an award holiday shall not be entitled to payment for the holiday,unless satisfactory evidence for their absence is provided and accepted.
<![if !supportEmptyParas]><![endif]>
(iii) Award Holidayduring Leave of Absence
<![if !supportEmptyParas]><![endif]>
Where an employee is granted leave without pay byCountry Energy which exceeds five consecutive working days or shifts theemployee shall not be entitled to payment for any award holiday which occursduring that period.
<![if !supportEmptyParas]><![endif]>
(iv) Award Holidayon Shift Worker’s Rostered Day Off
<![if !supportEmptyParas]><![endif]>
If an award holiday occurs on an employee’s rosteredday off under a shift roster system, then the rostered day off must be paid forat ordinary rate or another rostered day off allowed.
<![if !supportEmptyParas]><![endif]>
(v) On -Call
<![if !supportEmptyParas]><![endif]>
An employee who is on-call on an award/public holidayshall be entitled to payment for the holiday plus an additional day off in lieuto be redeemed on a mutually agreed date.
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38. Bereavement Leave
<![if !supportEmptyParas]><![endif]>
(i) Where anemployee’s immediate family member dies, the employee, subject to providingevidence satisfactory to the employer of the relationship and death, shall beentitled to bereavement leave without loss of pay for any un-worked part of anordinary working day or rostered shift during which the employee was notifiedof the death and up to a further two ordinary working days or ordinary shifts.
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(ii) Where anemployee is unfortunate to suffer a number of deaths in a single year, theentitlement arises on the occasion of each death.
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(iii) Immediatefamily member includes a spouse, a former spouse, a de facto spouse and aformer de facto spouse, same sex partner, a child or an adult child an adoptedchild, a step child or an ex nuptial child, parent, parent in-laws,grandparent, grandchild or sibling of the employee.
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(iii) Bereavementleave may be taken in conjunction with other leave available under this award.In determining such a request the employer will give consideration to thecirc*mstances of the employee and the reasonable operational requirements ofthe business.
<![if !supportEmptyParas]><![endif]>
39. SpecialLeave (Water Division)
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(i) Employees shallhave any untaken special leave accumulated in accordance with (BHWB WagesAward) preserved at the date of effect of this Award.
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(ii) Special leaveis not payable on termination.
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(iii) Employeesshall have access to their preserved special leave, in addition to:
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Leave specified in Cl.32 Personal Carer’s leave;
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Leave specified in Cl.35 Parental leave;
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Leave specified in Cl.38 Bereavement leave; and
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As granted for family or community serviceresponsibilities.
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40. Accident Pay
<![if !supportEmptyParas]><![endif]>
(i) An employee,after a period or periods of worker’s compensation totalling 26 weeks, shall beentitled to accident pay for a further period of absence, or absences up to aperiod of 26 weeks of incapacity.Accident pay is not payable for the first 26 weeks of period ofincapacity.
<![if !supportEmptyParas]><![endif]>
(a) "AccidentPay" shall mean a weekly payment of an amount representing the differencebetween the amount of compensation to which the employee would be entitled tounder the Workers’ Compensation Act, 1987, as amended and the employee’sordinary rate of pay.
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(b) Accident payshall only be payable in respect of a period or periods of any incapacity of anemployee while the employee remains in the employment of Country Energy.
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(c) An employeeshall be entitled to payment in respect of any period of incapacity for workeven though the employee has or is entitled to receive in respect of the periodany payment for annual leave, sick leave, long service leave or for any paidaward holiday.
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(ii) An employeeshall upon receiving an injury for which the employee claims to be entitled toreceive accident pay, give notice in writing of the said injury to CountryEnergy and of its manner of happening as soon as practicable after thehappening thereof and shall provide in writing all other information as CountryEnergy may reasonably require.
<![if !supportEmptyParas]><![endif]>
(iii) Country Energymay require an employee to have a medical examination by a legally qualifiedmedical practitioner, provided and paid for by Country Energy. An employee whor*fuses a medical examination, shall have their accident pay suspended until anexamination has taken place.
<![if !supportEmptyParas]><![endif]>
(iv) An employeeshall not be entitled to receive accident pay if the employee fails to complywith a request by Country Energy to give Country Energy-
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(a) An undertakingthat if the employee obtains a verdict for damages against Country Energy inrespect of any injury or is paid an amount in settlement of any claim fordamages that the employee has made against Country Energy in respect of theinjury, the employee will immediately upon receipt of payment or upon receiptof payment by the employee’s agent of a verdict for damages or amount insettlement of the claim,
<![if !supportEmptyParas]><![endif]>
(b) Repay to CountryEnergy the amount of accident pay which Country Energy has paid or may pay inrespect of the injury and an authority for Country Energy alternatively todeduct the amount of the accident pay from any money owing or which may becomeowing from Country Energy to the employee under a verdict or settlement;
<![if !supportEmptyParas]><![endif]>
(c) An undertakingthat where the injury was caused under the circ*mstances creating a liabilityin a third party to pay damages in respect thereof and the employee obtains averdict for damages or is paid an amount of money in settlement of any claimsfor damages he has made against that third party he will out of the verdict oramount of money repay to Country Energy the amount of accident pay whichCountry Energy has paid or may pay in respect of the injury; and
<![if !supportEmptyParas]><![endif]>
(d) An irrevocableauthority addressed to any third party requiring the third party out of anyverdict which may be obtained by the employee against the third party or anyamount of money payable to the employee in settlement of any claim for damagesmade against the third party to pay to Country Energy the amount of accidentpay which Country Energy has paid or may pay to the employee.
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41. Travelling Timeand Fares
<![if !supportEmptyParas]><![endif]>
(i) Normal Travelto and From Work
<![if !supportEmptyParas]><![endif]>
Time spent by an employee in normal daily travel, toand from the employee’s home and normal place of work to attend for work, shallbe at the employee’s expense and without payment.
<![if !supportEmptyParas]><![endif]>
(ii) AdditionalTravel to and From Work
<![if !supportEmptyParas]><![endif]>
Time spent by an employee in travel, outside the usualworking hours and in addition to the employee’s normal travel time to attendfor work or overtime, will be paid at the appropriate ordinary time rate.
<![if !supportEmptyParas]><![endif]>
(iii) Travel Timefor Training
<![if !supportEmptyParas]><![endif]>
Time spent by an employee in travel, outside the usualworking hours and in addition to the employee’s normal travel time to attendemployer arranged training which is related to the employee’s current orpossible future appointment or grading, will be paid at ordinary time rate.
<![if !supportEmptyParas]><![endif]>
Travel for training, where possible, should be arrangedso that it occurs within the employee’s normal hours of work.
<![if !supportEmptyParas]><![endif]>
(iv) Normal Placeof Work
<![if !supportEmptyParas]><![endif]>
An employee’s normal place of work is the location towhich an employee is usually attached and is regularly used as the employee’sbase or headquarters or normal place of work.In BH, this covers all locations to allow flexibility of employeescommencing at other depots.
<![if !supportEmptyParas]><![endif]>
(v) Payment ofFares
<![if !supportEmptyParas]><![endif]>
The employee shall be reimbursed for any additionalfares, which the employee has reasonably incurred in respect of a period ofadditional travel.
<![if !supportEmptyParas]><![endif]>
(vi) Use of PrivateVehicle
<![if !supportEmptyParas]><![endif]>
An employee who agrees to undertake additional travelin a private motor vehicle shall receive, in addition to payment for travellingtime, reimbursem*nt for the casual use at the Australian Tax Office kilometrerates.
<![if !supportEmptyParas]><![endif]>
(vii) ReasonableTravelling
<![if !supportEmptyParas]><![endif]>
When calculating travelling time, the most reasonableway and the most expeditious route available will be used.
<![if !supportEmptyParas]><![endif]>
(viii) Travel WithinMinimum Period
<![if !supportEmptyParas]><![endif]>
An employee entitled to a minimum period payment forovertime or other penalty work shall not be entitled to payment for travellingtime where the travelling occurred within that minimum period.
<![if !supportEmptyParas]><![endif]>
(ix) On Call Excluded
<![if !supportEmptyParas]><![endif]>
This Clause does not apply to travelling involved inafter hours On Call and Standing By emergency and/or breakdown work.
<![if !supportEmptyParas]><![endif]>
(x) Excess travel isnot paid for journey’s undertaken during work time.
<![if !supportEmptyParas]><![endif]>
42. Drivers Licences
<![if !supportEmptyParas]><![endif]>
(i) An employeerequired by Country Energy to hold a motor vehicle driver’s licence ormotorcycle riders licence, shall be reimbursed the annual cost of the licence.
<![if !supportEmptyParas]><![endif]>
(ii) Where anemployee is eligible for and elects to renew a licence for a period of morethan one year, Country Energy may reimburse the employee each year an amountequal to the pro rata annual cost.
<![if !supportEmptyParas]><![endif]>
(iii) Country Energymay elect to reimburse the full cost of an employee’s multiple year licence.Resignation/retirement or dismissal will see a pro rata adjustment throughtermination payments being made.
<![if !supportEmptyParas]><![endif]>
(iv) Country Energyshall not be liable to reimburse any cost of a probationary licence or anypenalty imposed on an employee because of traffic infringements.
<![if !supportEmptyParas]><![endif]>
(v) An employeerequired by Country Energy to hold any special licences, shall be reimbursedthe annual cost of the licence.
<![if !supportEmptyParas]><![endif]>
(vi) Where on-goingnecessary CE duties require employees to possess Classes HR (3B) and HC (5A)licences, those employees will be paid a weekly allowance as per item 3 Table 1Part B Allowances. An employee cannot receive allowances for both HR and HClicences. (Water Division)
<![if !supportEmptyParas]><![endif]>
43. Private MotorVehicle - Allowances
<![if !supportEmptyParas]><![endif]>
Privately owned vehicles may only be used when an CE vehicleis unavailable and when it is clearly uneconomical to hire a vehicle from anexternal agency.
<![if !supportEmptyParas]><![endif]>
General Managers can authorise use of a privately ownedvehicle, subject to the owner of the vehicle being prepared to use the vehiclefor the purpose specified.
<![if !supportEmptyParas]><![endif]>
Employees using their own vehicles should be made aware thatthey are not covered under CE’s motor vehicle insurance policy in the event ofan accident.
<![if !supportEmptyParas]><![endif]>
An employee who by arrangement uses a privately owned motorvehicle at work shall be paid the rate as prescribed by the Australian TaxationOffice.
<![if !supportEmptyParas]><![endif]>
44. Trade Union Leave
<![if !supportEmptyParas]><![endif]>
(i) An employee maymake application to Country Energy for paid leave to attend Trade Unioncourses/conferences.
<![if !supportEmptyParas]><![endif]>
Country Energy’s approval of an application for leaveis subject to:
<![if !supportEmptyParas]><![endif]>
(a) The taking ofthe leave shall be dependent upon Country Energy being able to make adequatestaffing arrangements and sufficient notice being given (refer sub clause (c)).
<![if !supportEmptyParas]><![endif]>
(b) Trainingcourses/conferences are for Union delegates/ workplace representatives oremployees as identified.
<![if !supportEmptyParas]><![endif]>
(c) Writtenapplication and at least four weeks notice, or other period as agreed, is to begiven by the employee.
<![if !supportEmptyParas]><![endif]>
(d) Paid leave willnot incur any other payment other than the employee’s ordinary rate of pay.
<![if !supportEmptyParas]><![endif]>
(e) An employee musthave at least one year’s service with Country Energy before leave can begranted.
<![if !supportEmptyParas]><![endif]>
(f) An annualnon-cumulative entitlement of paid leave up to a maximum of 12 days will beprovided by Country Energy for employees to use for Trade Union leave.Additional leave may be granted subject to approval.
<![if !supportEmptyParas]><![endif]>
45. Training
<![if !supportEmptyParas]><![endif]>
(i) Country Energywill ensure that training and skill development is to be directed to:
<![if !supportEmptyParas]><![endif]>
(a) developing amore highly skilled and flexible workforce;
<![if !supportEmptyParas]><![endif]>
(b) providingemployees with career opportunities through skill acquisition; and
<![if !supportEmptyParas]><![endif]>
(c) removingbarriers to the utilisation of skills acquired.
<![if !supportEmptyParas]><![endif]>
(ii) So thatemployees have the skill, competence and training to perform duties andfunctions, they shall undertake and complete employer endorsed trainingrelevant to their duties and functions. Country Energy shall meet allreasonable costs and expenses incurred by employees in undertaking training.
<![if !supportEmptyParas]><![endif]>
(iii) An employeewho is to undertake reasonable travel outside the ordinary hours of work toattend employer required training shall be paid at ordinary time rate of payfor all travel so incurred.
<![if !supportEmptyParas]><![endif]>
Travel for training, where possible, should be arrangedso that it occurs within the employee’s normal hours of work.
<![if !supportEmptyParas]><![endif]>
46.Apprentices/Trainees
<![if !supportEmptyParas]><![endif]>
(i) Obligations
<![if !supportEmptyParas]><![endif]>
Apprentices and trainees will be provided with "handson" work experience, appropriate facilities and training at work toacquire the knowledge and skills they need to complete their apprenticeship ortraineeship.
<![if !supportEmptyParas]><![endif]>
Apprentices and trainees shall be enrolled in anapproved course of formal training with a registered training organisation(RTO).
<![if !supportEmptyParas]><![endif]>
Apprentices and trainees shall be allowed paid worktime to undertake their formal training with the RTO. This may involve attendance at a training institution, formaltraining in the workplace or self paced learning.
<![if !supportEmptyParas]><![endif]>
CE will sign the apprentice’s / trainee’s competencyrecord book or work evidence guide (if available) which supports formaltraining.
<![if !supportEmptyParas]><![endif]>
CE will liaise with the RTO regarding the apprentice’s/ trainee’s attendance and their participation in formal training.
<![if !supportEmptyParas]><![endif]>
(ii) Leaveentitlements
<![if !supportEmptyParas]><![endif]>
Annual leave and other leave entitlements andsuperannuation for apprentices and trainees will be paid in accordance withthis Award.
<![if !supportEmptyParas]><![endif]>
(iii) Wages
<![if !supportEmptyParas]><![endif]>
Apprentices and trainees employed by Country Energy orunder arrangements with a third party shall be paid the minimum apprenticetraining wage as set out in this Award under "classifications and rates ofpay" for Apprentices/Trainees.
<![if !supportEmptyParas]><![endif]>
(iv) Dismissal
<![if !supportEmptyParas]><![endif]>
An apprentice or trainee cannot be dismissed aftercompletion of the probationary period or after the training contract has beenapproved by DET, whichever is the later, as the contract is binding from thatdate.
<![if !supportEmptyParas]><![endif]>
(v) Mutualcancellation
<![if !supportEmptyParas]><![endif]>
<![if !supportEmptyParas]><![endif]>
CE and the apprentice / trainee can apply to cancel thetraining contract at anytime if both parties agree to do this.
<![if !supportEmptyParas]><![endif]>
47. Living Away
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(i) An employeerequired to remain away overnight shall, except as provided for in paragraph(ii) of this clause, be entitled to:
<![if !supportEmptyParas]><![endif]>
(a) Have CE payaccommodation costs only and the employee be paid beforehand for meal andincidental expenses as per table 1 Part B of this Award, or:
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(b) Have CE arrangeto pay for accommodation costs, meals and incidental expenses, or:
<![if !supportEmptyParas]><![endif]>
(c) A lump sumallowance paid beforehand equal to the table 1 Part B of this Award.
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(ii) Forapprentices and for employees attending training sessions, conferences andstaff development activities Country Energy shall provide reasonableaccommodation and meals.
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(iii) Accommodationshall be at least NRMA 3 star rating, whenever practicable and subject toavailability.
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(iv) Where aCorporate Card has been issued to an employee the Card may be used to pay forovernight and incidental expenses.
<![if !supportEmptyParas]><![endif]>
48. Camping
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(i) Where anemployee is required to perform work that renders it necessary for an employeeto sleep away from the employee’s usual residence, the employee shall be paidan allowance per day as set out in Table 1 Part B of this Award.
<![if !supportEmptyParas]><![endif]>
(ii) This allowanceshall not apply where CE pays the actual expenses incurred for an employee'smeals, board and/or lodging. In such cases the"Living Away Allowance" applies - refer clause 47. Where CE does not provide permanent barracksor camping facilities for employees, it shall pay the actual out-of-pocketexpenses incurred for board and lodging.
<![if !supportEmptyParas]><![endif]>
(iii) Where theexisting camping requirements cause extreme hardship to an employee and thefamily because of some exceptional circ*mstances, AI, on application by theemployee, will review its policy on the matter in that particular case andsubject to the merits of the case an alternative arrangement to camping may benegotiated.
<![if !supportEmptyParas]><![endif]>
49. First AidAllowance
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(i) Country Energywill encourage all employees to obtain a first aid certificate and will meetthe costs of obtaining and renewing the certificate.
<![if !supportEmptyParas]><![endif]>
(ii) An employeedesignated by Country Energy as a first aid attendant or their substitute shallbe paid the weekly allowance as set in of table 1 of Part B of this Award. (BEL)
<![if !supportEmptyParas]><![endif]>
50. Leading HandAllowance
<![if !supportEmptyParas]><![endif]>
(i) An employeeemployed in a field based position who is in charge of and responsible for awork group comprising that employee and at least two (2) other employees shallbe classified as supervising leading hand and remunerated for as per theclassifications and rates of pay attached to this Award.
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(ii) An employeewhilst undertaking the duties of Leading Hand shall be paid an allowance set inof Table 1 of Part B of this Award.
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(iii) The LeadingHand allowance shall be added to the ordinary rate of pay of the employeewhilst undertaking the duties of leading hand, and the ordinary rate of payshall be increased by the amount of the allowance which shall be paid to aleading hand when working overtime, or involved in travelling time.
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(iv) An employee maybe designated as a leading hand on a temporary or on an acting basis to meetshort term business needs, in which case the weekly allowance is divisible as adaily allowance.
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(v) An employeedesignated as supervising leading hand shall receive the line workerclassification of Supervising leading Hand set out in the attached wagesschedule of this Award.
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51. Tools
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(i) Country Energyshall provide employees with the necessary tools to perform their duties.
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(ii) Damaged, lostor worn tools shall be replaced by Country Energy.
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(iii) Employeesshall use the tools for their intended purpose only.
<![if !supportEmptyParas]><![endif]>
(iv) Employees shallexercise all care in the use of and safe keeping of tools.
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(v) (BEL) memberswho supply their own tools, are to receive a tool allowance as set out in Table1 Part B Allowances of this Award.
<![if !supportEmptyParas]><![endif]>
52. Area ClimateAllowance (BEL, USU)
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(i) Employeesworking within the area of supply of Country Energy shall be paid a dailyallowance as set in of Table 1 in Part B of this Award.
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(ii) This allowanceshall not form part of the ordinary rates of pay for the purpose of thecalculation of overtime. This allowanceis not paid for other purposes.
<![if !supportEmptyParas]><![endif]>
53. AircraftAllowance (BH Electricity, ASU &BEL)
<![if !supportEmptyParas]><![endif]>
(i) An employee whois required in the course of employment to be engaged in a rotary or fixed wingaircraft in inspection and reporting on the distribution network shall be paidan allowance as per Table 1 - Allowances, per day or part thereof whilst soengaged.
<![if !supportEmptyParas]><![endif]>
(ii) Paid onOvertime - this allowance shall apply during periods of overtime. This allowance is not paid for otherpurposes.
<![if !supportEmptyParas]><![endif]>
54. ClimbingAllowance (Bh Electricity, Usu &Bel)
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Employees who are qualified and trained in radio andcommunications tower work on towers above 30 meters in height shall be paid forclimbing, a daily allowance as set in Table 1 of Part B - Allowances
<![if !supportEmptyParas]><![endif]>
55.Uniforms/Protective Clothing
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CE will provide uniforms to its employees (administrationand field) in accordance with "Country Energy Uniform Policy 2002 (referappendix 5).
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(i) Uniforms willbe replaced on a fair wear and tear basis.
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(ii) To fulfilsafety requirements relating to the provision of personal protective clothing,Country Energy shall provide personal protective clothing as specified.
<![if !supportEmptyParas]><![endif]>
(iii) Employees mustensure they wear and/or use appropriate clothing and/or equipment for thepurpose for which it was provided.
<![if !supportEmptyParas]><![endif]>
56. Wet Weather andExtreme Conditions
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(i) Where becauseof wet weather, an employee stops work, the employee shall be paid for time notworked provided the employee:
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(a) remains at workuntil directed to leave work;
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(b) stands by asdirected; and
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(c) reports for dutyas directed.
<![if !supportEmptyParas]><![endif]>
(ii) Individualsworking in heated conditions need to as a minimum adhere to the followingmeasures within the workplace:
<![if !supportEmptyParas]><![endif]>
Ensure that the appropriate PPE is worn at all times.
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Ensure the adequate intake of fluids.
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Observe that regular rest breaks are utilised.
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Take early actions if any signs or symptoms of heatstress occur.
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(iii) In extremeconditions, work should be arranged so that it is not performed whentemperatures are at their highest. Insuch cases it may be an alternative to alter the commencing times to coincidewith the coolness of the morning subject to agreement between CE and theemployees concerned.
<![if !supportEmptyParas]><![endif]>
57. Outsourcing
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(i) Where Country Energyis considering outsourcing work, which affects employees, Country Energy shallconsult with the affected employees and Unions prior to tendering for suchwork.
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(ii) Country Energyshall discuss with employees affected and the relevant Unions, the effectsoutsourcing is likely to have on employees and measures to minimise the impacton employees, and shall give prompt response to matters raised by the employeesand the Union, including consideration of employee generated alternatives.
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(iii) Where the workto be outsourced is likely to have a long term (in excess of three (3) months)or major impact on either:
<![if !supportEmptyParas]><![endif]>
(a) a particulargeographical location, or
<![if !supportEmptyParas]><![endif]>
(b) a particularclassification group, or
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(c) a particularexisting work function;
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a meeting of the Consultative Committee shall beconvened and full details provided prior to the decision to tender.
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(iv) Expressions ofinterest or tenders when advertised, shall be timed so as to provide theemployees with an opportunity to submit a conforming expression of interest ortender to do the work to an equivalent standard, timetable, and price.
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(v) If an employeegenerated conforming expression of interest or tender is submitted, it shall beevaluated together with external submissions received.
<![if !supportEmptyParas]><![endif]>
(vi) TheConsultative Committee will consider whether the work activity being consideredfor outsourcing, can be carried out by current employees or whether alternativearrangements, such as permanent part time, temporary or casual employment are amore suitable alternative and make recommendations considered appropriate.
<![if !supportEmptyParas]><![endif]>
(vii) Whenconsidering contracting out or outsourcing, CE will take into account thefollowing:
<![if !supportEmptyParas]><![endif]>
(a) Insufficientoverall resources are available to meet the current Country Energy overall workcommitment and work timetable, or
<![if !supportEmptyParas]><![endif]>
(b) The failure tocomplete the work in a reasonable time would jeopardise the safety of thepublic or impact adversely upon system performance, or
<![if !supportEmptyParas]><![endif]>
(c) The use ofoutsourcing or contracting to the work is commercially the most advantageousoption taking into account; quality; safety; performance; cost; and the overallstrategic direction of Country Energy.
<![if !supportEmptyParas]><![endif]>
(viii) If after thisprocess has been conducted a decision to outsource has been made, theContractor engaged to perform the work must:
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(a) Provide awritten undertaking to comply with CE safety, environmental and qualitystandards.
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(b) Provide awritten undertaking to conform with all Acts, Awards and Agreements affectingthe employees of the Contractor.
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(ix) Have in placean Award with the relevant Union except where the Contractor is a Sole Traderwith no employees.
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(x) Where anemployee's position is no longer required the position holder shall be subjectto the provisions of the Salary Maintenance Policy.
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58. No Extra Claims
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The parties to this Award agree not to pursue any additionalor extra claims during the term of this Award except where agreed by allparties.
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59. Leave Reserved
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- Appointments and Gradings
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- Casual Loading
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- Allowances
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- Mixed Duties and Functions
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- On Call / Standing By
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- Average Earnings (Water Division)
<![if !supportEmptyParas]><![endif]>
60. Classificationsand Rates of Pay
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(i) Employees shallbe allocated an employment classification.An employee’s classification shall be the classification, which describesthe employee’s major and substantial functions and duties.
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(ii) An agreed jobevaluation method shall be used to grade positions, having regard for therequirements of the position including qualifications and skill, within thegrades allocated for the classification.
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(iii) During thelife of this Award, the parties through negotiation and agreement may vary orsimplify the structure and classification definitions.
<![if !supportEmptyParas]><![endif]>
(iv) The weeklyordinary rates of pay for Balranald Energy Lodge (BEL) and USU staff contain a1.35% component in lieu of an annual leave loading.
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(v) Classificationsand rates of pay for Union members party to this Award are set out in Appendix7.
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61. Allowances -Table 1 Part B
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Allowances Increase in Line with Wage % Increases
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| Clause # | Allowance | <![if !supportEmptyParas]><![endif]> | BEL | BHE | ASU/MEU | Water |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | Division | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| 24(ix) | On call | Per week | 283.99 | 283.99 | 283.99 | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | (week being 7 days) | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | On call weekly (5 Days) | Per day | 202.85 | 202.85 | 202.85 | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | Per day | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | Per day | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| 24(ix) | On Call Weekday | Per week | 40.57 | 40.57 | 40.57 | <![if !supportEmptyParas]><![endif]> |
| 24(ix) | On Call Weekend | <![if !supportEmptyParas]><![endif]> | 47.33 | 47.33 | 47.33 | <![if !supportEmptyParas]><![endif]> |
| 24(xxii) | On Call Short Notice | <![if !supportEmptyParas]><![endif]> | 47.33 | 47.33 | 47.33 | <![if !supportEmptyParas]><![endif]> |
| 24(xiii) | On call duty officer | Per week | 283.99 | 283.99 | 283.99 | <![if !supportEmptyParas]><![endif]> |
| 24(xv) | Officer in Charge | Per week | 283.99 | 283.99 | 283.99 | <![if !supportEmptyParas]><![endif]> |
| 29(v)(e) | Meal - Overtime | Per meal | 24.32 | 24.32 | 24.32 | 24.32 |
| <![if !supportEmptyParas]><![endif]> | Crib Time | Per day | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 7.29 |
| 42 | Licence HC | Per week | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 6.69 |
| <![if !supportEmptyParas]><![endif]> | Licence HR | Per week | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 5.21 |
| 47(i)(a)a | Living Away - Breakfast | Per day | 19.41 | 19.41 | 19.41 | 19.41 |
| <![if !supportEmptyParas]><![endif]> | Living Away - Lunch | Per day | 22.20 | 22.20 | 22.20 | 22.20 |
| <![if !supportEmptyParas]><![endif]> | Living Away - Dinner | Per day | 38.32 | 38.32 | 38.32 | 38.32 |
| 47(i)(c) | Living Away | Per day | 33.11 | 28.88 | 11.78 | 11.78 |
| 48(i) | Camping | Per day | 28.06 | <![if !supportEmptyParas]><![endif]> | 37.53 | 37.53 |
| 49(ii) | First Aid | Per day | 1.25 | <![if !supportEmptyParas]><![endif]> | 2.16 | <![if !supportEmptyParas]><![endif]> |
| 50(ii) | Leading Hand | Per hour | 1.13 | 1.04 | 1.10 | 0.72 |
| 51(v) | Tools | Per week | 9.42 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| 52(i) | Area Climatic Allowance | Per day | 1.41 | <![if !supportEmptyParas]><![endif]> | 1.22 | <![if !supportEmptyParas]><![endif]> |
| 53(i) | Aircraft Allowance | Per day | 12.55 | 12.55 | 12.55 | <![if !supportEmptyParas]><![endif]> |
| 54(i) | Climbing Allowance | Per day | 20.10 | 20.10 | 20.10 | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | Miscellaneous | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Appendix | Lead Bonus | Per hour | <![if !supportEmptyParas]><![endif]> | 3.23 | <![if !supportEmptyParas]><![endif]> | 3.23 |
| 6 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | Bitumen | Per day | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 4.82 |
| <![if !supportEmptyParas]><![endif]> | Powder Monkey | Per day | <![if !supportEmptyParas]><![endif]> | 6.72 | <![if !supportEmptyParas]><![endif]> | 8.35 |
| <![if !supportEmptyParas]><![endif]> | Confined Space | Per hour | <![if !supportEmptyParas]><![endif]> | 5.01 | <![if !supportEmptyParas]><![endif]> | 5.01 |
| <![if !supportEmptyParas]><![endif]> | Dirty Work | Per hour | <![if !supportEmptyParas]><![endif]> | .20 | <![if !supportEmptyParas]><![endif]> | 1.28 |
| <![if !supportEmptyParas]><![endif]> | Dangerous substance | Per day | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 7.30 |
| <![if !supportEmptyParas]><![endif]> | Dirty Dangerous | Per week | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 10.48 | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | Conditions | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | Welding Galvanised steel | Per day | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 3.34 |
| <![if !supportEmptyParas]><![endif]> | Sewer Access Chamber | Per day | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 15.18 |
| <![if !supportEmptyParas]><![endif]> | Height | Per day | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 4.05 |
| <![if !supportEmptyParas]><![endif]> | Towing | Per day | <![if !supportEmptyParas]><![endif]> | 7.70 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | Semi Trailer - two axle | Per day | <![if !supportEmptyParas]><![endif]> | 6.93 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | Shift - Morning | Per shift | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 6.94 | 5% |
| <![if !supportEmptyParas]><![endif]> | Shift - Afternoon | Per shift | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 14.88 | 15% |
| <![if !supportEmptyParas]><![endif]> | Shift - Night | Per shift | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 14.88 | 17.5% |
| <![if !supportEmptyParas]><![endif]> | Plant Operator | Per day | <![if !supportEmptyParas]><![endif]> | 9.02 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | Phone Answering | Per week | 49.87 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
<![if !supportEmptyParas]><![endif]>
62. Appendix 1 - RestPeriod After Overtime
<![if !supportEmptyParas]><![endif]>
See file.
<![if !supportEmptyParas]><![endif]>
63. Appendix 2
<![if !supportEmptyParas]><![endif]>
Sick Leave and Personal Carer’s Leave Policy
<![if !supportEmptyParas]><![endif]>
General:
<![if !supportEmptyParas]><![endif]>
Sick leave, as one form of absenteeism, should bemanaged in a consistent way with other forms of unscheduled absences. It is most important that any procedures setin place are well integrated with other human resource strategies.
<![if !supportEmptyParas]><![endif]>
Departments within Country Energy have a responsibilityto manage sick leave in a fair and equitable way, which takes account of thecirc*mstances and results of individual absences.
<![if !supportEmptyParas]><![endif]>
Definitions:
<![if !supportEmptyParas]><![endif]>
Sick Leave -
<![if !supportEmptyParas]><![endif]>
Sick leave is paid leave of absence, which may begranted to protect the health of:
<![if !supportEmptyParas]><![endif]>
• Theemployee concerned,
<![if !supportEmptyParas]><![endif]>
• Otheremployees, and/or
<![if !supportEmptyParas]><![endif]>
• Thegeneral public,
<![if !supportEmptyParas]><![endif]>
and is designed to cover those absences where thesupervisor is satisfied that the employee was unable to perform his/her duty onaccount of illness. For the purpose ofthis policy, reference to employees shall include temporary employees but shallnot include a casual employee.
<![if !supportEmptyParas]><![endif]>
Illness -
<![if !supportEmptyParas]><![endif]>
For the purpose of this policy, illness shall mean:
<![if !supportEmptyParas]><![endif]>
• A virus,disease or infection;
<![if !supportEmptyParas]><![endif]>
• Aninjury (other than a workers compensation injury);
<![if !supportEmptyParas]><![endif]>
• Arecognised psychological illness which may not be manifested as a physicalillness’ or
<![if !supportEmptyParas]><![endif]>
• Aninjury not being due to serious misconduct.
<![if !supportEmptyParas]><![endif]>
Immediate Family -
<![if !supportEmptyParas]><![endif]>
Employee’s spouse (including former spouse, de factospouse and a former de facto spouse), same sex partner, or a child or an adultchild (including an adopted child, or a step child or ex nuptial child),parent, grandparent, grandchild or sibling and a relative, of the employee whois a member of the same household.
<![if !supportEmptyParas]><![endif]>
Entitlement -
<![if !supportEmptyParas]><![endif]>
1. Leave with paywill be provided to all employees, except casual employees, who are absent fromwork due to personal injury. Allgenuine cases of personal illness or injury will be supported.
<![if !supportEmptyParas]><![endif]>
Note: Casual employees receive a loading in lieu of anySick Leave entitlements.
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2. An employeeshall inform their manager/supervisor/team leader as soon as possiblepreferably within one hour of the employee’s usual starting time on the firstday of absence, of the inability to attend work and indicating the nature ofthe illness and the likely length of the absence. The employee is required to keep in regular contact with themanager/supervisor/team leader during their absence.
<![if !supportEmptyParas]><![endif]>
3. As soon aspossible after Sick Leave commences, the employee must complete and Applicationfor Leave form confirming the absence, stating the nature of the illness andthe total period of sickness leave required.
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Medical Certificates -
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There will be no requirement for medical evidence to beproduced (i.e. Doctors certificate).The employee concerned only needs to satisfy their manager/supervisor/team leader that the absence was due to personal illness or injury.However, medical evidence may be required where an individual circ*mstanceswarrant that case management procedures be implemented
<![if !supportEmptyParas]><![endif]>
Where the health of an employee causes concern, theindividual may be requested to obtain a medical report to determine theirfitness to perform their duties. Inthese circ*mstances Country Energy would meet the costs of the medical report.
<![if !supportEmptyParas]><![endif]>
Sick Leave during other Leave -
<![if !supportEmptyParas]><![endif]>
If an employee suffers personal illness or injury forat least five consecutive days whilst on Annual or Long Service Leave, theemployee may have that period of leave re-credited or will be grantedadditional leave equivalent to the period of personal illness or injury whichoccurred during the leave, whichever is more appropriate.
<![if !supportEmptyParas]><![endif]>
In these circ*mstances, satisfactory medical evidencewill be required and the period of time covered by the medical certificate isthen recorded as Sick Leave.
<![if !supportEmptyParas]><![endif]>
Rate of Pay During Sick Leave -
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Paid sick leave shall be at the employee’s ordinaryrate of pay plus any allowance that the employee ordinarily would have receivedwhere this is in accordance with the Award.
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Other Compensation -
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An employee, who has been granted Sick Leave, and whoin respect of the same period of Sick leave receives compensation under and Actor law, shall reimburse Country Energy from that compensation, any amounts paidas sick leave.
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Control of Excessive Sick Leave -
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The control of excessive sick leave is theresponsibility of individual department general managers. This responsibilityshould be based on:
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• Ensuringthe health and well-being of staff; and
<![if !supportEmptyParas]><![endif]>
• Theefficient and effective operation of the department.
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Sick Leave to be monitored -
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As with any form of absenteeism, the responsibility forreducing sick leave at the organisational level requires the development of avariety of HR management strategies.This in turn involves a detailed assessment of the underlying causes ofsick leave, which may be related to work, (e.g. occupational hazards,uninteresting or unchallenging work activities). Monitoring work attendance on a regular basis is vital to theidentification of causes and the evaluation of strategies developed to reducesick leave.
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Counselling -
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At all stages in the management process, theresponsibility for counselling the employee or referral to a counsellingservice rests with the employee’s supervisor/manager. Such counselling must always precede application of any sanctions(e.g. imposition of the medical certificate requirement), and must includeclear indications of the next steps to be taken.
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Personal Carers Leave -
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An employee shall have access to personal Carer’s Leavewith pay to provide short-term care and support for immediate family memberswhen they are ill. Personal Carer’sLeave is not long term indefinite leave and only applies where no other careris available until alternative arrangements can be made.
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The employee is obliged to put in place alternativecare arrangements as soon as possible.
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Personal Carer’s Leave may be taken for part of asingle day.
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An employee who needs to take personal carer’s leaveshall notify their manager/supervisor/team leader at the first availableopportunity.
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Where practicable the employee shall complete a LeaveForm prior to taking Personal Carer’s Leave or else notify Country Energy bytelephone on the day of the absence.
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In normal circ*mstances an employee shall not takePersonal Carer’s Leave where another person is providing care to a member ofthe immediate family.
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An employee may elect, with the consent of CountryEnergy, to take unpaid leave for the purpose of providing care to a member ofthe immediate family.
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Requests for Personal Carer’s Leave will be managed ona case-by-case basis. Managers/supervisors/teamleaders will have regard to the reason for the request and the extent of theleave required. A maximum of five daysis available in the first instance.
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Additional leave will be subject to application andbased on each applicants individuals personal circ*mstances. The employee isobligated to put in place alternative care arrangements as soon as possible.
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Case Management -
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Case management is a process where each particular caseis managed individually to satisfy the needs of both the employee and CountryEnergy. Case Management will be used inthe following scenarios:
<![if !supportEmptyParas]><![endif]>
Where an employee has frequent absences
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In these situations the manager/supervisor/team leaderand the employee will review the circ*mstances and attempt to address the causeof the absences. If an employeecontinues to have absences without apparent reason, then performancecounselling and/or individual case management is to be undertaken. In these circ*mstances, evidence may berequired for every absence in an effort to correct what may be inappropriatebehaviour.
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If performance counselling and/or case management isundertaken, Country Energy will consult with:
<![if !supportEmptyParas]><![endif]>
• Theemployee;
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• Theemployee’s Union;
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• Theemployee’s medical practitioner;
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• Anominated medical practitioner;
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• A nominated rehabilitation provider orother health care professional to assist the employee to return to work andmanage the personal illness or injury.
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Where an employee has a long term or ongoing illness orinjury
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Country Energy’s Rehabilitation Policy is torehabilitate employees regardless of whether the absence is due to workerscompensation or sick leave. Returningthe employee back to work as soon as possible, provided medically fit to do so,is the most desirable outcome for both employee and Country Energy.
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In cases of long-term illness or injury, the employeewill be required to undergo case management.
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If case management is undertaken, Country Energy willconsult with:
<![if !supportEmptyParas]><![endif]>
• Theemployee;
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• Theemployee’s Union;
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• Theemployee’s medical practitioner;
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• Anominated medical practitioner;
<![if !supportEmptyParas]><![endif]>
• A nominated rehabilitation provider orother health care professional to assist the employee to return to work andmanage the personal illness or injury.
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General -
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Managers are responsible for the case management ofemployees in consultation with the Human Resources Management team. If an employee is unlikely to return to workdue to a major personal illness or injury, the Human Resources management teammay be required to provide ongoing management of the particular employee.
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Dependent on the medical condition prevailing it may beappropriate for Managers or the HR Management team to ask the employee toundergo medical examination.
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Termination -
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Where it is established, on medical grounds, that theemployee is unlikely to return to work because of the employee’s personalillness or injury, Country Energy may terminate the employee’s services.
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Prior to any termination decision being made, CountryEnergy will consult with the employee and the employee’s Union.
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Country Energy shall pay to the employee, in additionto other termination of employment entitlements:
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• An amount equivalent to two weeks payfor each year of completed service with Country Energy up to a maximum oftwenty six weeks pay;
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• Preserved sick leave;
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• Four weeks pay in lieu of notice.
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If an employee has a long-term illness, which hascaused the employee to be absent for more than six months, Country Energy willconsult with the employee’s Union, and the employee’s medical advisor or referthe employee to a nominated medical practitioner to determine the likelihood ofthe employee returning to work.
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If the medical advice confirms that the employee willbe unable to return to work, Country Energy may terminate the employee’s services. If an ill health retirement does occur andif the person recovers to a point where some employment can be undertaken, thenCountry Energy may re-employ that employee up to two years after the agreed illhealth retirement.
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Appeal against Termination -
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An employee may appeal against a decision to terminatetheir employment by requesting a review of the decision. The employee or the employee’s Union shallcontact the Human Resources Management team and the relevant manager to discussthe appeal in an attempt to resolve any concerns. If the matter cannot be resolved the matter may be referred tothe Sick and Personal Carer’s Leave Committee for review.
<![if !supportEmptyParas]><![endif]>
An employee whose employment is terminated retains theright to lodge a grievance with Country Energy and have it considered within 10days of receiving advice of termination.
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Sick and Personal Carer’s Leave Committee -
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A standing committee, the Sick and Personal Carer’sLeave Committee, will be established to manage the introduction of this policyand to provide ongoing advice and guidance regarding case management.
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The purpose of the Sick and Personal Carer’s LeaveCommittee will be to ensure that the implementation and management of DebitFree Sick Leave and Personal Carers Leave system is fair and equitable to allemployees. It will also be theresponsibility of this committee to ensure that appropriate strategies areimplemented where case management is necessary.
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The committee shall consist of:
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• The General Manager Human Resources ortheir nominated delegate (chair);
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• Another Senior ManagementRepresentative;
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• An independent employee representativenominated by the other members of the Sick and Personal Carer’s LeaveCommittee;
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• A nominated Union official representingthe relevant employee, as agreed by the Union.
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For individual case management review, the relevantmanager and Union official will be involved.
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64. Appendix 3
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Parental Leave Guidelines
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Objective:
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Country Energy is committed to encouraging thedevelopment of our community by encouraging a family friendly workplace. We actively support mothers and fathers withleave to care for their new child.
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How Does it Work?
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Parental Leave is a period of leave, up to a maximum of52 weeks, available to employees after pregnancy. Employees must have workedfor AI in a full time position continuously for 12 months at the time ParentalLeave commences.
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What is parental leave?
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Parental leave is unpaid leave,unless otherwise specified in an Award or Agreement. Parental leave taken by anemployee can be:
<![if !supportEmptyParas]><![endif]>
Maternity leave - is leavetaken by female employees during or after pregnancy. The period of leave available is up to 52 weeks. Special maternity leave is taken to recoverfrom a terminated pregnancy, when a child is stillborn or when the mother isill because of the pregnancy.
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Paternity leave - is takenby a male employee in connection with the birth of his child or his spouse’s(including de facto spouse’s) child.Short paternity leave is for two weeks only when the baby is born or thepregnancy is terminated. Extendedpaternity leave of up to 50 weeks is also available for the male employee whois the primary care giver of the child.
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Adoption leave - is taken byeither the adoptive mother or adoptive father when adopting a child (under 18years of age). Short adoption leave is an unbroken period of up to three weeksleave taken at the time of the child’s placement. Extended adoption leave is a further 49 weeks leave in order tobe the primary care giver of the child.
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An employee does not have to bemarried to be entitled to parental leave.
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How much leave is an employee entitled to?
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An employee is entitled to a maximum of 52 weeks leave.it may be taken in the following manner:
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Maternity Leave
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full pay for a period of fourteen (14) weeks, or,
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Alternatively, twenty-eight (28) weeks at half pay.
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Balance of the 52 weeks entitlement unpaid.
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Paternity Leave
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Extended Paternity leave up to 50 weeks available tomale employees who are the primary carer. The amount of leave that is paidleave is the balance of the untaken paid maternity leave entitlement of thespouse.
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Adoption Leave
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Short adoption leave is an unbroken period of up tothree weeks leave taken at the time of the child’s placement.
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Extended adoption leave is a further 49 weeks unpaidleave in order to be the primary care giver of the child.
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Other Forms of Leave
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Unpaid Parental Leave may be combined with any accruedLong Service Leave and/or Annual Leave entitlements, however the maximum amountof combined leave, paid and unpaid, must not exceed 52 weeks, and must beconcluded by the child's first birthday
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General Provisions
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Special unpaid Parental Leave is available to femaleemployees, for recovery from a terminated pregnancy or an illness related to thepregnancy. Special unpaid Parental Leave or paid Sick Leave (if any isavailable) will be available for as long as a doctor believes it is necessary,and this is specified on a medical certificate.
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Parents may wish to share Parental Leave, however in allcirc*mstances the combined period of shared leave will not exceed 52 weeks.
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An employee and his or her spouse may not take parentalleave at the same time, except where one spouse is on a period of 'shortpaternity leave' or 'short adoption leave'.
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Parental Leave does not break the employee's continuityof service, however time away from work on Parental Leave will not counttowards Long Service Leave or Annual Leave.Staff intending to return to work must notify the appropriate managertwo months prior to the end of Parental Leave (or special unpaid ParentalLeave, as the case may be), of the intention to return to work.
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An employee, upon resuming duties after the expirationof Parental Leave, will return to the position that was occupied immediatelyprior to the commencement of the leave, however if the job no longer exists,but there is another job that the employee is qualified to do, they may beentitled to that job if the salary and status is comparable to the formerposition.
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If no such job is available they may be entitled toredundancy pay, if it is provided in the relevant Awards or EnterpriseAgreements.
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65. Appendix 4
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Maximum under existingentitlement 3 weeks per year of service uncapped service between 14-17 years atmax 52 weeks so no disadvantage at 3 weeks /year of service proposal
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Calculation forRedundancy Entitlement
| <![if !supportEmptyParas]><![endif]> Current | 4 weeks in lieu | 1 week if | 3 week per | Additional | Total |
| Entitlement | <![if !supportEmptyParas]><![endif]> | 45+ years old | year of service | acceptance | Weeks |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | max 39 weeks | Payment | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| 1 | 4 | 1 | 3 | 2 | 10 |
| 2 | 4 | 1 | 6 | 4 | 15 |
| 3 | 4 | 1 | 9 | 6 | 20 |
| 4 | 4 | 1 | 12 | 8 | 25 |
| 5 | 4 | 1 | 15 | 8 | 28 |
| 6 | 4 | 1 | 18 | 8 | 31 |
| 7 | 4 | 1 | 21 | 8 | 34 |
| 8 | 4 | 1 | 24 | 8 | 37 |
| 9 | 4 | 1 | 27 | 8 | 40 |
| 10 | 4 | 1 | 30 | 8 | 43 |
| 11 | 4 | 1 | 33 | 8 | 46 |
| 12 | 4 | 1 | 36 | 8 | 49 |
| 13 | 4 | 1 | 39 | 8 | 52 |
| 14 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 42 | <![if !supportEmptyParas]><![endif]> | 52 |
| 15 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 45 | <![if !supportEmptyParas]><![endif]> | 52 |
| 16 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 48 | <![if !supportEmptyParas]><![endif]> | 52 |
| 17 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 51 | <![if !supportEmptyParas]><![endif]> | 52 |
| 18 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 54 |
| 19 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 57 |
| 20 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 60 |
| 21 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 63 |
| 22 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 66 |
| 23 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 69 |
| 24 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 72 |
| 25 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 75 |
| 26 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 78 |
| 27 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 81 |
| 28 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 84 |
| 29 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 87 |
| 30 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 90 |
| 31 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 93 |
| 32 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 96 |
| 33 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 99 |
| 34 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 102 |
| 35 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 105 |
| 36 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 108 |
| 37 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 111 |
| 38 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 114 |
| 39 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 117 |
| 40 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 120 |
| 41 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 123 |
| 42 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 126 |
| 43 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 129 |
| 44 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 132 |
| 45 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 135 |
<![if !supportEmptyParas]><![endif]>
66. Appendix 5
<![if !supportEmptyParas]><![endif]>
Corporate Uniforms
<![if !supportEmptyParas]><![endif]>
Objective:
<![if !supportEmptyParas]><![endif]>
Country Energy presenting a friendly team image byeveryone wearing the uniform at all times
<![if !supportEmptyParas]><![endif]>
How does it work?
<![if !supportEmptyParas]><![endif]>
This will be achieved by:
<![if !supportEmptyParas]><![endif]>
• Everyonewearing the complete uniform at all times
<![if !supportEmptyParas]><![endif]>
• Peoplestarting the day with uniforms in a clean and tidy condition
<![if !supportEmptyParas]><![endif]>
• Maintaininga detailed specification of the approved uniform
<![if !supportEmptyParas]><![endif]>
• Providingan opportunity for recommending improvements to the uniform
<![if !supportEmptyParas]><![endif]>
• Ensuringuniform safety requirements are always maintained
<![if !supportEmptyParas]><![endif]>
• Replacinguniforms based on the concept of ‘ blunt for sharp ‘ - i.e. when worn out ordamaged
<![if !supportEmptyParas]><![endif]>
Please join in making a personal commitment to wearingyour uniform with pride.
<![if !supportEmptyParas]><![endif]>
67. Appendix 6
<![if !supportEmptyParas]><![endif]>
Miscellaneous Allowances
<![if !supportEmptyParas]><![endif]>
Lead Bonus (BHElectricity - Water Division) -
<![if !supportEmptyParas]><![endif]>
Where work is performed for a Mining Company, on worksbelonging to the Mining Company on their Mine Lease, employees will be paid theLead Bonus set by the Country Energy, on an hourly basis. Such payment will not apply when employeescarry out normal duties in connection with works of water supply and seweragefor which CE is responsible.
<![if !supportEmptyParas]><![endif]>
Powderman's Certificate(BH Electrcicity - Water Division) -
<![if !supportEmptyParas]><![endif]>
Employees required by their duties to possess aPowderman certificate of competency issued by the Workcover Authority of NSW,will be paid a weekly allowance subject to the following:
<![if !supportEmptyParas]><![endif]>
• Theallowance to be paid for the full week whether it is used each day or not.
<![if !supportEmptyParas]><![endif]>
• Wherean employee works part of a week, payment will be for the full week.
<![if !supportEmptyParas]><![endif]>
• The allowance will not be paid when theemployee is on leave of any type for the full week, and no pro-rata payment ofthe allowance will be made for overtime worked.
<![if !supportEmptyParas]><![endif]>
Confined Space (BHElectricity - Water Division) -
<![if !supportEmptyParas]><![endif]>
Employees will receive a daily allowance for each day,or part of a day, they are required to perform construction, maintenance andrepair jobs in a confined space.
<![if !supportEmptyParas]><![endif]>
Dirty Work (BHElectricity - Water Division) -
<![if !supportEmptyParas]><![endif]>
An allowance will be paid to employees required to:-
<![if !supportEmptyParas]><![endif]>
1. work in thesedimentation and flocculation tanks at Mica Street Water Treatment Plant whenthe tanks are empty and repairs are undertaken;
<![if !supportEmptyParas]><![endif]>
2. work in thesuction tunnel at the Stephens Creek Pumping Station;
<![if !supportEmptyParas]><![endif]>
3. internallyclean fuel storages;
<![if !supportEmptyParas]><![endif]>
4. internallyclean service reservoirs and/or balance tanks;
<![if !supportEmptyParas]><![endif]>
5. internallyclean and/or repair sewerage settling and sludge digesting tanks (as distinctfrom sewerage pump wells);
<![if !supportEmptyParas]><![endif]>
6. clean and oilshutters;
<![if !supportEmptyParas]><![endif]>
7. work insewerage pump wells (wet or dry) or in any situation where the employee comesin direct contact with sewage matter.
<![if !supportEmptyParas]><![endif]>
8. work onequipment or plant contaminated with sewage matter.
<![if !supportEmptyParas]><![endif]>
9. work insituations such that the employee is unable to arrange adequate protection(e.g. water proof boots) from excessively wet or muddy conditions;
<![if !supportEmptyParas]><![endif]>
10. pull down dirtyceilings or roofing.
<![if !supportEmptyParas]><![endif]>
Note: This allowance is not payable for items (1) to(9) above, when organic dirt allowance is paid.
<![if !supportEmptyParas]><![endif]>
Dangerous Substance (Water Division) -
<![if !supportEmptyParas]><![endif]>
A daily allowance will be paid to employees for eachday, or part of a day, they are required to work with dangerous substances. Theallowance applies where the nature of the work requires the employee to wearprotective clothing, including respiratory masks, or fresh air supplied helmet.
<![if !supportEmptyParas]><![endif]>
Height (WaterDivision) -
<![if !supportEmptyParas]><![endif]>
Employees working in places 7.62 metres (25 feet) abovethe ground in a location where there is no adequate and safe fixed supportshall be paid an allowance per hour, with a minimum payment per day. CountryEnergy shall provide adequate and safe scaffolding.
<![if !supportEmptyParas]><![endif]>
Sewerage Access Chamber Reconstruction (Water Division) -
<![if !supportEmptyParas]><![endif]>
A daily allowance shall be paid to members of theconstruction gang only while engaged on sewerage access chamber reconstruction.
<![if !supportEmptyParas]><![endif]>
This allowance applies only where appropriateconditions exist, i.e. splashing with sewage and sewer gases, and does notapply in the case of new construction.
<![if !supportEmptyParas]><![endif]>
Welding Galvanised Steel(Water Division) -
<![if !supportEmptyParas]><![endif]>
A daily allowance will be paid to employees weldinggalvanised coated steel.
<![if !supportEmptyParas]><![endif]>
Towing (BHElectricity) -
<![if !supportEmptyParas]><![endif]>
An employee required to drive a vehicle towing anothervehicle shall receive an allowance.
<![if !supportEmptyParas]><![endif]>
Semi-Trailer two axle(BH Electricity) -
<![if !supportEmptyParas]><![endif]>
An employee required to drive a semi-trailer shallreceive an allowance where the semi-trailer has two axles.
<![if !supportEmptyParas]><![endif]>
Shift Allowances(Water Division) -
<![if !supportEmptyParas]><![endif]>
Employees working the afternoon shift will be paid anallowance, with pro rata payment for portion of an afternoon shift worked.
<![if !supportEmptyParas]><![endif]>
Employees working the night shift will be paid anallowance, with pro rata payment for portion of a night shift worked.
<![if !supportEmptyParas]><![endif]>
Employees working the morning shift will be paid anallowance, with pro rata payment for portion of a morning shift worked.
<![if !supportEmptyParas]><![endif]>
Plant Operator (BH Electricity) -
<![if !supportEmptyParas]><![endif]>
An employee required to drive a vehicle towing anothervehicle shall receive an allowance, provided it is understood that when plantoperating is not available to be carried out the operator will be required toundertake whatever work is allocated to him by the supervisor.
<![if !supportEmptyParas]><![endif]>
Telephone Allowance (BEL) -
<![if !supportEmptyParas]><![endif]>
Employees who are required to provide a telephone attheir home for the purpose of Country Energy business, shall be given anallowance, as set out in Table 1 Part B - Miscellaneous Allowances.
<![if !supportEmptyParas]><![endif]>
68. Appendix 7 -Classifications and Rates of Pay
<![if !supportEmptyParas]><![endif]>
USU
<![if !supportEmptyParas]><![endif]>
Classification: Professional, Supervisory and Support Staff(Corporate and Retail) -
<![if !supportEmptyParas]><![endif]>
An employee who performs work of an analytical nature whichrequires a high degree of professionalism, skill and autonomy and is generallyin support of or answerable to a manager shall be classified as a professional,supervisory and support officer.
<![if !supportEmptyParas]><![endif]>
| Grade | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 01/01/08 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| 1 | 1239.84 |
| 2 | 1305.42 |
| 3 | 1366.15 |
| 4 | 1440.33 |
| 5 | 1518.38 |
| 6 | 1581.38 |
<![if !supportEmptyParas]><![endif]>
Classification: Information Technology Staff -
<![if !supportEmptyParas]><![endif]>
An employee who is appointed to the information technologysection and who has tertiary qualifications in a related field or discipline orhas skills equivalent to that status.
<![if !supportEmptyParas]><![endif]>
| Grade | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 01/01/08 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| 1 | 1306.39 |
| 2 | 1366.15 |
| 3 | 1440.33 |
| 4 | 1518.38 |
| 5 | 1581.38 |
| 6 | 1639.19 |
| 7 | 1692.14 |
| 8 | 1745.27 |
| 9 | 1811.34 |
| 10 | 1875.56 |
<![if !supportEmptyParas]><![endif]>
Classification: Corporate and Retail Support Staff -
<![if !supportEmptyParas]><![endif]>
An employee who performs work which is principally of aclerical or administrative nature in support either of corporate or retail professionaland supervisory staff shall be classified as a corporate or retail supportofficer
<![if !supportEmptyParas]><![endif]>
| Grade | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 01/01/08 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| 1 | 516.93 |
| 2 | 579.92 |
| 3 | 647.61 |
| 4 | 717.41 |
| 5 | 810.37 |
| 6 | 900.73 |
| 7 | 961.30 |
| 8 | 1041.79 |
| 9 | 1096.52 |
| 10 | 1169.23 |
<![if !supportEmptyParas]><![endif]>
Note: Grade 1 is adult entry at School Certificate level oracceptable equivalent.
<![if !supportEmptyParas]><![endif]>
Grade 3 is entry at Higher School Certificate level oracceptable equivalent.
<![if !supportEmptyParas]><![endif]>
Annual incremental progression to grade 5 subject toemployee undertaking employer endorsed training and satisfactory performance.
<![if !supportEmptyParas]><![endif]>
Appointment beyond grade 5 is dependent on job evaluation.
<![if !supportEmptyParas]><![endif]>
Classification: Professional Officer (Network) -
<![if !supportEmptyParas]><![endif]>
An employee who has completed a recognised degree and who iseligible for admission as a member of the Institution of Engineers, Australiamay be appointed to a position as a professional officer to carry outprofessional engineering duties and functions.
<![if !supportEmptyParas]><![endif]>
| Grade | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 01/01/08 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| 1 | 1426.23 |
| 2 | 1631.58 |
| 3 | 1729.07 |
| 4 | 1895.39 |
| 5 | 1998.38 |
<![if !supportEmptyParas]><![endif]>
Classification: Supervisory and Technical Support Officer(Network)
<![if !supportEmptyParas]><![endif]>
An employee who performs tasks of an engineering managementor analytical nature generally in support of a professional officer (network)shall be appointed as a supervisory and technical support officer. Thisclassification also covers those employed as a works co-ordinator; team leader;design and investigation officer; network standards officer; safety officer ormetering officer.
<![if !supportEmptyParas]><![endif]>
| Grade | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 01/01/08 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| 1 | 1182.68 |
| 2 | 1239.52 |
| 3 | 1301.54 |
| 4 | 1354.66 |
| 5 | 1414.25 |
| 6 | 1454.09 |
| 7 | 1530.69 |
| 8 | 1595.79 |
| 9 | 1663.49 |
| 10 | 1729.89 |
<![if !supportEmptyParas]><![endif]>
Grades 7 to 10 are for engineering officers with the gradeto be determined by job evaluation.
<![if !supportEmptyParas]><![endif]>
Grades 4 to 10 are for works co-ordinators with the grade tobe determined by job evaluation.
<![if !supportEmptyParas]><![endif]>
Grades 1 to 2 are for team leaders with progression fromgrade 1 to grade 2 after twelve months.
<![if !supportEmptyParas]><![endif]>
Grades 1 to 3 are for electrical trade’s persons engaged inadvanced work and possessing post trade qualification with progression fromgrade 1 to 2 to 3 after each twelve months.
<![if !supportEmptyParas]><![endif]>
Classification: Materials Management Officer -
<![if !supportEmptyParas]><![endif]>
An employee who is primarily engaged in the acquisition,distribution, control and recording of stores, equipment, plant, and materialsincluding the operation of stores and quality of goods received and themanagement of contracts in respect of these items, shall be appointed as amaterial management officer.
<![if !supportEmptyParas]><![endif]>
| Grade | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 01/01/08 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| 1 | 976.52 |
| 2 | 1065.92 |
| 3 | 1165.50 |
| 4 | 1196.92 |
| 5 | 1301.86 |
| 6 | 1360.66 |
| 7 | 1400.49 |
<![if !supportEmptyParas]><![endif]>
Materials managers shall progress annually from grade 1through to grade 5
<![if !supportEmptyParas]><![endif]>
Appointment beyond grade 5 is dependent on job evaluation.
<![if !supportEmptyParas]><![endif]>
Classification: Technician -
<![if !supportEmptyParas]><![endif]>
A technician is a qualified tradesperson who is primarilyinvolved in related energy work, motor vehicles and plant or other associatedtrades, or non-trades staff involved in the operation of a materialsdistribution centre.
<![if !supportEmptyParas]><![endif]>
| Grade | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 01/01/08 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| 1 | 990.51 |
| 2 | 1034.50 |
| 3 | 1062.20 |
| 4 | 1117.44 |
| 5 | 1172.69 |
| 6 | 1227.94 |
| 7 | 1283.18 |
| 8 | 1338.43 |
| 9 | 1422.83 |
<![if !supportEmptyParas]><![endif]>
Technicians shall progress annually from grade 1 through tograde 4
<![if !supportEmptyParas]><![endif]>
A technician performing work on energy distribution systemsincluding installation protection systems, zone substations, and installationinspection shall progress from grade 1 to grade 5.
<![if !supportEmptyParas]><![endif]>
Grades 6 and 7 apply to former Illawarra Electricityemployees who are on these rates at the commencement of this Award.
<![if !supportEmptyParas]><![endif]>
Motor mechanics shall progress annually from grade 1 throughto grade 3.
<![if !supportEmptyParas]><![endif]>
Painters and welders shall progress from grade 1 to grade 2after twelve months.
<![if !supportEmptyParas]><![endif]>
Classifications 4+ and 3+ have an amount of $4.30 per weekincluded into the rate in consideration for disabilities encountered in thework place in the nature of confined spaces, underground work, working atheights, wet and dirty places and the use of power tools and explosives.
<![if !supportEmptyParas]><![endif]>
Classification: Energy Distribution Worker -
<![if !supportEmptyParas]><![endif]>
An Energy Distribution Worker is an employee who, has apost-secondary qualification in:
<![if !supportEmptyParas]><![endif]>
(1) gas supply, or
<![if !supportEmptyParas]><![endif]>
(2) overheadlinework or other qualification recognised under the Overhead LineworkersRegulations, and who is engaged in the operation, maintenance and constructionof energy transmission and distribution systems up to and includingsub-transmission assets, including work on switchboards and metering equipment.
<![if !supportEmptyParas]><![endif]>
| Grade | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 01/01/08 |
| Trainee | 896.48 |
| 1 | 974.98 |
| 2 | 1017.94 |
| 3 | 1037.83 |
| 4 | 1074.30 |
| 5 | 1131.23 |
| 5L/H | 1194.26 |
| 6 | 1174.77 |
| 6L/H | 1237.82 |
| Sup L/H | 1338.42 |
<![if !supportEmptyParas]><![endif]>
Energy Distribution Workers are eligible to progressannually from Grade 1 through to Grade 4 subject to work performance and/orconduct not having been assessed as unsatisfactory during the twelve-monthperiod from the date of commencement or date of last incremental advancement.
<![if !supportEmptyParas]><![endif]>
An Energy Distribution Worker (Electrical) who is qualifiedand performs liveline stick work shall be paid at Grade 5.
<![if !supportEmptyParas]><![endif]>
An Energy Distribution Worker (Electrical) who is qualifiedand performs liveline glove and barrier work shall be paid at Grade 6.
<![if !supportEmptyParas]><![endif]>
A Probationary Energy Distribution Worker requires a minimumof four months on the job training assisting Energy Distribution Workers(Electrical) and has to undertake the overhead Lineworkers course andsupplementary in-school practical course.A Probationary Energy Distribution Worker shall be graded and paid as anEnergy Distribution Worker (Electrical) Grade 1. On satisfactory completion of the probationary period andcourses, the employee will be advanced as an Energy Distribution Worker Grade2.
<![if !supportEmptyParas]><![endif]>
Classification: Assistant -
<![if !supportEmptyParas]><![endif]>
An assistant is an employee who is engaged in either theoperation of plant or reading of meters and associated clerical duties, ordepot officer duties or the maintenance of plant and equipment, or cleaning,routine store work, care of grounds, equipment and vehicles and other relatedadministrative and clerical functions.
<![if !supportEmptyParas]><![endif]>
| Grade | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 01/01/08 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| 1 | 865.41 |
| 2 | 882.64 |
| 3 | 900.09 |
| 4 | 931.61 |
| 5 | 966.46 |
| 6 | 1031.27 |
| 7 | 1044.89 |
<![if !supportEmptyParas]><![endif]>
Assistants shall progress annually through the grades asfollows:
<![if !supportEmptyParas]><![endif]>
Depot officers and storeworkers to Grade 6.
<![if !supportEmptyParas]><![endif]>
Meter readers and plant operators to Grade 4.
<![if !supportEmptyParas]><![endif]>
All others to Grade 3.
<![if !supportEmptyParas]><![endif]>
USU (BHWB) Salaried Officers
| <![if !supportEmptyParas]><![endif]> Grade | Level | 01/01/08 |
| Grade 1 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 1 | 789.23 |
| <![if !supportEmptyParas]><![endif]> | 2 | 807.91 |
| <![if !supportEmptyParas]><![endif]> | 3 | 827.04 |
| <![if !supportEmptyParas]><![endif]> | 4 | 846.65 |
| <![if !supportEmptyParas]><![endif]> | 5 | 866.73 |
| Grade 2 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 1 | 895.38 |
| <![if !supportEmptyParas]><![endif]> | 2 | 916.70 |
| <![if !supportEmptyParas]><![endif]> | 3 | 938.52 |
| <![if !supportEmptyParas]><![endif]> | 4 | 960.92 |
| <![if !supportEmptyParas]><![endif]> | 5 | 983.86 |
| Grade 3 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 1 | 1002.77 |
| <![if !supportEmptyParas]><![endif]> | 2 | 1026.72 |
| <![if !supportEmptyParas]><![endif]> | 3 | 1051.33 |
| <![if !supportEmptyParas]><![endif]> | 4 | 1076.57 |
| <![if !supportEmptyParas]><![endif]> | 5 | 1102.38 |
| Grade 4 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 1 | 1122.83 |
| <![if !supportEmptyParas]><![endif]> | 2 | 1149.83 |
| <![if !supportEmptyParas]><![endif]> | 3 | 1177.48 |
| <![if !supportEmptyParas]><![endif]> | 4 | 1205.86 |
| <![if !supportEmptyParas]><![endif]> | 5 | 1234.92 |
| Grade 5 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 1 | 1261.85 |
| <![if !supportEmptyParas]><![endif]> | 2 | 1292.32 |
| <![if !supportEmptyParas]><![endif]> | 3 | 1323.53 |
| <![if !supportEmptyParas]><![endif]> | 4 | 1355.55 |
| <![if !supportEmptyParas]><![endif]> | 5 | 1388.36 |
| Grade 6 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 1 | 1420.15 |
| <![if !supportEmptyParas]><![endif]> | 2 | 1454.60 |
| <![if !supportEmptyParas]><![endif]> | 3 | 1489.88 |
| <![if !supportEmptyParas]><![endif]> | 4 | 1526.09 |
| <![if !supportEmptyParas]><![endif]> | 5 | 1563.10 |
| Grade 7 | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 1 | 1579.63 |
| <![if !supportEmptyParas]><![endif]> | 2 | 1618.06 |
| <![if !supportEmptyParas]><![endif]> | 3 | 1657.45 |
| <![if !supportEmptyParas]><![endif]> | 4 | 1697.78 |
| <![if !supportEmptyParas]><![endif]> | 5 | 1739.16 |
<![if !supportEmptyParas]><![endif]>
Water Wage Employees
| <![if !supportEmptyParas]><![endif]> Classification | Work Group | <![if !supportEmptyParas]><![endif]> | Weekly |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 01/01/08 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Trades | Electrical | 1 | 1032.95 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 2 | 1051.37 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 3 | 1070.96 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 4 | 1129.84 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 5 | 1178.95 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | Technical Officer | 1275.85 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | Sup L/H 1 | 1247.03 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | Sup L/H 2 | 1282.11 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | Sup L/H 3 | 1315.10 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Trades | Other | 1 | 1015.60 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 2 | 1035.56 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 3 | 1055.36 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 4 | 1114.19 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 5 | 1163.52 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | Sup L/H 1 | 1220.84 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | Sup L/H 2 | 1250.01 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | Sup L/H 3 | 1279.92 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Trades | Plumbers | 1 | 1015.58 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 2 | 1044.26 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 3 | 1063.37 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 4 | 1067.18 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 5 | 1072.73 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 6 | 1114.19 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Sewer | Non Trades | 1 | 924.11 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 2 | 952.41 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 3 | 971.68 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 4 | 975.32 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 5 | 981.21 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 6 | 1144.07 |
| Water Reticulation | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Construct/Watching | <![if !supportEmptyParas]><![endif]> | 1 | 837.32 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 2 | 865.61 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 3 | 884.90 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 4 | 888.52 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 5 Shift Supervisor | 966.60 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 6 Sup L/H | 1057.27 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Stores | <![if !supportEmptyParas]><![endif]> | 1 | 837.32 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 2 | 873.42 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 3 | 884.90 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 4 | 927.07 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 5 | 1057.27 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| WPT | <![if !supportEmptyParas]><![endif]> | 1/1 | 892.69 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | ‘1/2 | 910.56 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 2/1 | 925.74 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 2/2 | 944.25 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 2 L/H | 1029.45 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 3/1 | 994.84 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 3/2 | 1014.72 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 3 L/H | 1119.20 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 4/1 | 1069.94 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | 4/2 | 1091.33 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | Senior L/H 1 | 1220.84 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | Senior L/H 2 | 1250.01 |
<![if !supportEmptyParas]><![endif]>
Balranald Energy Lodge
| <![if !supportEmptyParas]><![endif]> Classification | Grade/Level | 01/01/08 |
| Electrical Technicians | 1 | 990.51 |
| <![if !supportEmptyParas]><![endif]> | 2 | 1034.50 |
| <![if !supportEmptyParas]><![endif]> | 3 | 1062.20 |
| <![if !supportEmptyParas]><![endif]> | 4 | 1117.44 |
| <![if !supportEmptyParas]><![endif]> | 5 | 1172.69 |
| <![if !supportEmptyParas]><![endif]> | 6 | 1227.94 |
| <![if !supportEmptyParas]><![endif]> | 7 | 1283.18 |
| <![if !supportEmptyParas]><![endif]> | 8 | 1338.43 |
| <![if !supportEmptyParas]><![endif]> | 9 | 1422.83 |
| <![if !supportEmptyParas]><![endif]> | 9 L/H | 1471.16 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Lineworker | Trainee | 896.48 |
| <![if !supportEmptyParas]><![endif]> | 1 | 974.98 |
| <![if !supportEmptyParas]><![endif]> | 2 | 1017.94 |
| <![if !supportEmptyParas]><![endif]> | 3 | 1037.83 |
| <![if !supportEmptyParas]><![endif]> | 4 | 1074.30 |
| <![if !supportEmptyParas]><![endif]> | 5 | 1131.23 |
| <![if !supportEmptyParas]><![endif]> | 5 L/H | 1194.26 |
| <![if !supportEmptyParas]><![endif]> | 6 | 1174.77 |
| <![if !supportEmptyParas]><![endif]> | 6 L/H | 1237.82 |
| <![if !supportEmptyParas]><![endif]> | Supervising L/H | 1338.42 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Electrical Worker | 1 | 865.41 |
| <![if !supportEmptyParas]><![endif]> | 2 | 882.64 |
| <![if !supportEmptyParas]><![endif]> | 3 | 900.09 |
| <![if !supportEmptyParas]><![endif]> | 4 | 931.61 |
| <![if !supportEmptyParas]><![endif]> | 5 | 966.46 |
| <![if !supportEmptyParas]><![endif]> | 6 | 1031.27 |
| <![if !supportEmptyParas]><![endif]> | 7 | 1044.89 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Apprentices | 1st Year | 528.25 |
| <![if !supportEmptyParas]><![endif]> | 2nd Year | 623.17 |
| <![if !supportEmptyParas]><![endif]> | 3rd Year | 716.51 |
| <![if !supportEmptyParas]><![endif]> | 4th Year | 811.70 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Stores Supervisor | 1/1 | 925.26 |
| <![if !supportEmptyParas]><![endif]> | ‘1/2 | 953.20 |
| <![if !supportEmptyParas]><![endif]> | 1/3 | 996.00 |
| <![if !supportEmptyParas]><![endif]> | ‘1/4 | 1033.18 |
| <![if !supportEmptyParas]><![endif]> | 1/5 | 1059.63 |
| <![if !supportEmptyParas]><![endif]> | 1/6 | 1087.29 |
| <![if !supportEmptyParas]><![endif]> | 2/1 | 1120.93 |
| <![if !supportEmptyParas]><![endif]> | 2/2 | 1152.39 |
| <![if !supportEmptyParas]><![endif]> | 3/1 | 1188.73 |
| <![if !supportEmptyParas]><![endif]> | 3/2 | 1220.89 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Foreman | 1/1 | 1134.87 |
| <![if !supportEmptyParas]><![endif]> | ‘1/2 | 1159.40 |
| <![if !supportEmptyParas]><![endif]> | 1/3 | 1176.00 |
| <![if !supportEmptyParas]><![endif]> | 2/2 | 1205.69 |
| <![if !supportEmptyParas]><![endif]> | 3/1 | 1231.33 |
| <![if !supportEmptyParas]><![endif]> | 3/2 | 1264.13 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Supervisory Technical | 1 | 1137.18 |
| Support Officer | 2 | 1191.84 |
| <![if !supportEmptyParas]><![endif]> | 3 | 1251.48 |
| <![if !supportEmptyParas]><![endif]> | 4 | 1302.56 |
| <![if !supportEmptyParas]><![endif]> | 5 | 1359.86 |
| <![if !supportEmptyParas]><![endif]> | 6 | 1398.17 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
<![if !supportEmptyParas]><![endif]>
BIC Employees
| <![if !supportEmptyParas]><![endif]> Classification | Grade/Level | 01/01/08 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Clerical Officers | 1/1 | 584.72 |
| <![if !supportEmptyParas]><![endif]> | ‘1/2 | 654.54 |
| <![if !supportEmptyParas]><![endif]> | 1/3 | 722.99 |
| <![if !supportEmptyParas]><![endif]> | ‘1/4 | 872.45 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 2/1 | 883.58 |
| <![if !supportEmptyParas]><![endif]> | 2/2 | 906.90 |
| <![if !supportEmptyParas]><![endif]> | 2/3 | 974.75 |
| <![if !supportEmptyParas]><![endif]> | 2/4 | 1014.52 |
| <![if !supportEmptyParas]><![endif]> | 2/5 | 1039.24 |
| <![if !supportEmptyParas]><![endif]> | 2/6 | 1072.10 |
| <![if !supportEmptyParas]><![endif]> | 2/7 | 1095.27 |
| <![if !supportEmptyParas]><![endif]> | 2/8 | 1152.37 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 3/1 | 1203.28 |
| <![if !supportEmptyParas]><![endif]> | 3/2 | 1247.40 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 4/1 | 1275.80 |
| <![if !supportEmptyParas]><![endif]> | 4/2 | 1304.70 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 5/1 | 1322.17 |
| <![if !supportEmptyParas]><![endif]> | 5/2 | 1350.23 |
| <![if !supportEmptyParas]><![endif]> | 5/3 | 1398.31 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Admin Officers | 1/1 | 1396.57 |
| <![if !supportEmptyParas]><![endif]> | ‘1/2 | 1432.08 |
| <![if !supportEmptyParas]><![endif]> | 2/1 | 1472.10 |
| <![if !supportEmptyParas]><![endif]> | 2/2 | 1513.80 |
| <![if !supportEmptyParas]><![endif]> | 3/1 | 1549.21 |
| <![if !supportEmptyParas]><![endif]> | 3/2 | 1578.65 |
| <![if !supportEmptyParas]><![endif]> | 4/1 | 1615.16 |
| <![if !supportEmptyParas]><![endif]> | 4/2 | 1637.33 |
| <![if !supportEmptyParas]><![endif]> | 5/1 | 1695.80 |
| <![if !supportEmptyParas]><![endif]> | 5/2 | 1744.30 |
| <![if !supportEmptyParas]><![endif]> | 6/1 | 1777.39 |
| <![if !supportEmptyParas]><![endif]> | 6/2 | 1795.88 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Meter Readers cASUal | 1 | 1027.24 |
| <![if !supportEmptyParas]><![endif]> | 2 | 1064.26 |
| <![if !supportEmptyParas]><![endif]> | 3 | 1114.34 |
| Meter Reader Full time | 1 | 928.62 |
| Handyperson | 1 | 919.66 |
| <![if !supportEmptyParas]><![endif]> | 2 | 1001.07 |
| <![if !supportEmptyParas]><![endif]> | 3 | 1061.18 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Stores | 1 | 966.46 |
| <![if !supportEmptyParas]><![endif]> | 2 | 990.47 |
| <![if !supportEmptyParas]><![endif]> | 3 | 1031.30 |
| <![if !supportEmptyParas]><![endif]> | 4 | 1066.77 |
| <![if !supportEmptyParas]><![endif]> | 5 | 1091.93 |
| <![if !supportEmptyParas]><![endif]> | 6 | 1118.31 |
| <![if !supportEmptyParas]><![endif]> | 7 | 1150.40 |
| <![if !supportEmptyParas]><![endif]> | 8 | 1180.32 |
| <![if !supportEmptyParas]><![endif]> | Supervisor | 1254.22 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Electrical Technicians | 1 | 990.51 |
| <![if !supportEmptyParas]><![endif]> | 2 | 1034.50 |
| <![if !supportEmptyParas]><![endif]> | 3 | 1062.20 |
| <![if !supportEmptyParas]><![endif]> | 4 | 1117.44 |
| <![if !supportEmptyParas]><![endif]> | 5 | 1172.69 |
| <![if !supportEmptyParas]><![endif]> | 6 | 1227.94 |
| <![if !supportEmptyParas]><![endif]> | 7 | 1283.18 |
| <![if !supportEmptyParas]><![endif]> | 8 | 1338.43 |
| <![if !supportEmptyParas]><![endif]> | 9 | 1422.83 |
| <![if !supportEmptyParas]><![endif]> | 9 L/H | 1471.16 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Lineworker | Trainee | 896.48 |
| <![if !supportEmptyParas]><![endif]> | 1 | 974.98 |
| <![if !supportEmptyParas]><![endif]> | 2 | 1017.94 |
| <![if !supportEmptyParas]><![endif]> | 3 | 1037.83 |
| <![if !supportEmptyParas]><![endif]> | 4 | 1074.30 |
| <![if !supportEmptyParas]><![endif]> | 5 | 1131.23 |
| <![if !supportEmptyParas]><![endif]> | 5 L/H | 1194.26 |
| <![if !supportEmptyParas]><![endif]> | 6 | 1174.77 |
| <![if !supportEmptyParas]><![endif]> | 6 L/H | 1237.82 |
| <![if !supportEmptyParas]><![endif]> | Supervising L/H | 1338.42 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Electrical Worker | 1 | 865.41 |
| <![if !supportEmptyParas]><![endif]> | 2 | 882.64 |
| <![if !supportEmptyParas]><![endif]> | 3 | 900.09 |
| <![if !supportEmptyParas]><![endif]> | 4 | 931.61 |
| <![if !supportEmptyParas]><![endif]> | 5 | 966.46 |
| <![if !supportEmptyParas]><![endif]> | 6 | 1031.27 |
| <![if !supportEmptyParas]><![endif]> | 7 | 1044.89 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| IT | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| <![if !supportEmptyParas]><![endif]> | 1 | 1317.64 |
| <![if !supportEmptyParas]><![endif]> | 2 | 1544.67 |
| <![if !supportEmptyParas]><![endif]> | 3 | 1615.38 |
| <![if !supportEmptyParas]><![endif]> | 4 | 1731.78 |
| <![if !supportEmptyParas]><![endif]> | 5 | 1854.53 |
| <![if !supportEmptyParas]><![endif]> | 6 | 1938.58 |
| <![if !supportEmptyParas]><![endif]> | 7 | 2001.04 |
| <![if !supportEmptyParas]><![endif]> | 8 | 2063.88 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Technical Officer | 1/1 | 1382.65 |
| <![if !supportEmptyParas]><![endif]> | ‘1/2 | 1415.27 |
| <![if !supportEmptyParas]><![endif]> | 1/3 | 1443.34 |
| <![if !supportEmptyParas]><![endif]> | 1/4 | 1479.40 |
| <![if !supportEmptyParas]><![endif]> | 2/1 | 1512.24 |
| <![if !supportEmptyParas]><![endif]> | 2/2 | 1544.88 |
| <![if !supportEmptyParas]><![endif]> | 3/1 | 1582.75 |
| <![if !supportEmptyParas]><![endif]> | 3/2 | 1607.40 |
| <![if !supportEmptyParas]><![endif]> | 4/1 | 1644.14 |
| <![if !supportEmptyParas]><![endif]> | 4/2 | 1674.71 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Apprentices | 1st Year | 528.25 |
| <![if !supportEmptyParas]><![endif]> | 2nd Year | 623.17 |
| <![if !supportEmptyParas]><![endif]> | 3rd Year | 716.51 |
| <![if !supportEmptyParas]><![endif]> | 4th Year | 811.70 |
<![if !supportEmptyParas]><![endif]>
69. Appendix 8
<![if !supportEmptyParas]><![endif]>
Payroll History
<![if !supportEmptyParas]><![endif]>
USU
<![if !supportEmptyParas]><![endif]>
Professional,Supervisory and Support Staff (Corporate and Retail)
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 1150.79 | 1203.72 |
| 2 | 1211.67 | 1267.40 |
| 3 | 1268.03 | 1326.36 |
| 4 | 1336.88 | 1398.38 |
| 5 | 1409.23 | 1474.16 |
| 6 | 1467.80 | 1535.32 |
<![if !supportEmptyParas]><![endif]>
IT
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 1212.57 | 1268.34 |
| 2 | 1268.03 | 1326.36 |
| 3 | 1336.88 | 1398.38 |
| 4 | 1409.33 | 1474.16 |
| 5 | 1467.80 | 1535.32 |
| 6 | 1521.46 | 1591.45 |
| 7 | 1570.61 | 1642.86 |
| 8 | 1619.92 | 1694.44 |
| 9 | 1681.25 | 1758.58 |
| 10 | 1740.76 | 1820.84 |
<![if !supportEmptyParas]><![endif]>
Corporate & Retail Support
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 479.80 | 501.87 |
| 2 | 538.27 | 563.03 |
| 3 | 601.09 | 628.74 |
| 4 | 665.88 | 696.51 |
| 5 | 752.17 | 786.77 |
| 6 | 836.04 | 874.49 |
| 7 | 892.26 | 933.30 |
| 8 | 966.96 | 1011.44 |
| 9 | 1017.77 | 1064.59 |
| 10 | 1085.26 | 1135.18 |
<![if !supportEmptyParas]><![endif]>
Professional Officer
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 1323.80 | 1384.69 |
| 2 | 1514.40 | 1584.06 |
| 3 | 1604.89 | 1678.71 |
| 4 | 1759.26 | 1840.18 |
| 5 | 1854.85 | 1940.17 |
<![if !supportEmptyParas]><![endif]>
MMO
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 906.38 | 948.07 |
| 2 | 989.36 | 1034.87 |
| 3 | 1081.79 | 1131.56 |
| 4 | 1110.96 | 1162.06 |
| 5 | 1208.36 | 1263.94 |
| 6 | 1262.93 | 1321.02 |
| 7 | 1299.91 | 1359.70 |
<![if !supportEmptyParas]><![endif]>
STSO Network
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 1097.74 | 1148.23 |
| 2 | 1150.50 | 1203.42 |
| 3 | 1208.06 | 1263.63 |
| 4 | 1257.37 | 1315.20 |
| 5 | 1312.68 | 1373.06 |
| 6 | 1349.65 | 1411.74 |
| 7 | 1420.75 | 1486.10 |
| 8 | 1481.18 | 1549.31 |
| 9 | 1544.01 | 1615.04 |
| 10 | 1605.64 | 1679.50 |
<![if !supportEmptyParas]><![endif]>
Technician
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 919.00 | 961.27 |
| 2 | 960.19 | 1004.36 |
| 3 | 985.45 | 1030.78 |
| 3A | 990.40 | 1035.96 |
| 4 | 1023.78 | 1070.87 |
| 4A | 1028.74 | 1076.06 |
| 5 | 1055.79 | 1104.36 |
| 6 | 1118.93 | 1170.40 |
| 7 | 1178.90 | 1233.13 |
<![if !supportEmptyParas]><![endif]>
Electrical Technicians
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 919.37 | 961.66 |
| 2 | 960.20 | 1004.37 |
| 3 | 985.91 | 1031.26 |
| 4 | 1037.18 | 1084.89 |
| 5 | 1088.47 | 1138.54 |
| 6 | 1139.74 | 1192.17 |
| 7 | 1191.02 | 1245.80 |
| 8 | 1242.30 | 1299.45 |
| 9 | 1320.64 | 1381.39 |
| 9L/H | 1365.50 | 1428.31 |
<![if !supportEmptyParas]><![endif]>
Lineworker / cablejointer
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| Trainee | 832.09 | 870.37 |
| 1 | 904.96 | 946.59 |
| 2 | 944.83 | 988.29 |
| 3 | 963.29 | 1007.60 |
| 4 | 997.14 | 1043.01 |
| 5 | 1049.99 | 1098.28 |
| 5L/H | 1108.49 | 1159.48 |
| 6 | 1090.39 | 1140.55 |
| 6L/H | 1148.92 | 1201.77 |
| SUP L/H | 1242.29 | 1299.44 |
<![if !supportEmptyParas]><![endif]>
Electrical worker
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 803.25 | 840.20 |
| 2 | 819.25 | 856.93 |
| 3 | 835.44 | 873.87 |
| 4 | 864.70 | 904.47 |
| 5 | 897.05 | 938.31 |
| 6 | 957.21 | 1001.24 |
| 7 | 969.84 | 1014.45 |
<![if !supportEmptyParas]><![endif]>
Apprentices
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 490.31 | 512.87 |
| 2 | 578.42 | 605.02 |
| 3 | 665.05 | 695.64 |
| 4 | 753.40 | 788.06 |
<![if !supportEmptyParas]><![endif]>
USU Salaried Officers
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1/1 | 732.55 | 766.24 |
| ‘1/2 | 749.89 | 784.38 |
| 1/3 | 767.64 | 802.95 |
| ‘1/4 | 785.84 | 821.99 |
| 1/5 | 804.48 | 841.48 |
| 2/1 | 831.07 | 869.30 |
| 2/2 | 850.86 | 890.00 |
| 2/3 | 871.11 | 911.18 |
| 2/4 | 891.90 | 932.93 |
| 2/5 | 913.20 | 955.21 |
| 3/1 | 930.75 | 973.57 |
| 3/2 | 952.98 | 996.82 |
| 3/3 | 975.82 | 1020.71 |
| ‘3/4 | 999.24 | 1045.21 |
| 3/5 | 1023.21 | 1070.28 |
| 4/1 | 1042.18 | 1090.12 |
| 4/2 | 1067.24 | 1116.34 |
| 4/3 | 1092.91 | 1143.19 |
| 4/4 | 1119.25 | 1170.74 |
| 4/5 | 1146.23 | 1198.95 |
| 5/1 | 1171.22 | 1225.09 |
| 5/2 | 1199.50 | 1254.68 |
| 5/3 | 1228.47 | 1284.98 |
| 5/4 | 1258.19 | 1316.07 |
| 5/5 | 1288.64 | 1347.92 |
| 6/1 | 1318.15 | 1378.78 |
| 6/2 | 1350.12 | 1412.23 |
| 6/3 | 1382.87 | 1446.49 |
| 6/4 | 1416.48 | 1481.64 |
| 6/5 | 1450.83 | 1517.57 |
| 7/1 | 1466.18 | 1533.62 |
| 7/2 | 1501.85 | 1570.93 |
| 7/3 | 1538.40 | 1609.17 |
| 7/4 | 1575.84 | 1648.33 |
| 7/5 | 1614.25 | 1688.51 |
| GMGR1 | 1842.55 | 1927.31 |
<![if !supportEmptyParas]><![endif]>
Water Wages (BIC)
| <![if !supportEmptyParas]><![endif]> Classification | Grade | January 2006 | January 2007 |
| Trades Electrical | 1 | 958.76 | 1002.87 |
| <![if !supportEmptyParas]><![endif]> | 2 | 975.86 | 1020.74 |
| <![if !supportEmptyParas]><![endif]> | 3 | 994.05 | 1039.77 |
| <![if !supportEmptyParas]><![endif]> | 4 | 1048.69 | 1096.93 |
| <![if !supportEmptyParas]><![endif]> | 5 | 1094.27 | 1144.61 |
| <![if !supportEmptyParas]><![endif]> | Tech Officer | 1184.22 | 1238.69 |
| <![if !supportEmptyParas]><![endif]> | Sup L/H 1 | 1157.46 | 1210.71 |
| <![if !supportEmptyParas]><![endif]> | Sup L/H 2 | 1190.02 | 1244.76 |
| <![if !supportEmptyParas]><![endif]> | Sup L/H 3 | 1220.65 | 1276.80 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Trades Other | 1 | 942.66 | 986.02 |
| <![if !supportEmptyParas]><![endif]> | 2 | 961.18 | 1005.39 |
| <![if !supportEmptyParas]><![endif]> | 3 | 979.56 | 1024.62 |
| <![if !supportEmptyParas]><![endif]> | 4 | 1034.17 | 1081.74 |
| <![if !supportEmptyParas]><![endif]> | 5 | 1079.95 | 1129.63 |
| <![if !supportEmptyParas]><![endif]> | Sup L/H 1 | 1133.15 | 1185.28 |
| <![if !supportEmptyParas]><![endif]> | Sup L/H 2 | 1160.23 | 1213.60 |
| <![if !supportEmptyParas]><![endif]> | Sup L/H 3 | 1187.99 | 1242.64 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Plumbers | 1 | 942.63 | 986.00 |
| <![if !supportEmptyParas]><![endif]> | 2 | 969.25 | 1013.84 |
| <![if !supportEmptyParas]><![endif]> | 3 | 987.00 | 1032.40 |
| <![if !supportEmptyParas]><![endif]> | 4 | 990.53 | 1036.10 |
| <![if !supportEmptyParas]><![endif]> | 5 | 995.69 | 1041.49 |
| <![if !supportEmptyParas]><![endif]> | 6 | 1034.17 | 1081.74 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Sewer | 1 | 857.74 | 897.20 |
| <![if !supportEmptyParas]><![endif]> | 2 | 884.01 | 924.67 |
| <![if !supportEmptyParas]><![endif]> | 3 | 901.89 | 943.38 |
| <![if !supportEmptyParas]><![endif]> | 4 | 905.27 | 946.91 |
| <![if !supportEmptyParas]><![endif]> | 5 | 910.74 | 952.64 |
| <![if !supportEmptyParas]><![endif]> | 6 SLH | 1061.90 | 1110.75 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Water Retic | 1 | 777.18 | 812.93 |
| <![if !supportEmptyParas]><![endif]> | 2 | 803.44 | 840.40 |
| <![if !supportEmptyParas]><![endif]> | 3 | 821.34 | 859.12 |
| <![if !supportEmptyParas]><![endif]> | 4 | 824.71 | 862.64 |
| <![if !supportEmptyParas]><![endif]> | 5 Shift Sup | 897.18 | 938.45 |
| <![if !supportEmptyParas]><![endif]> | 6 Sup L/H | 981.34 | 1026.48 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Stores | 1 | 777.18 | 812.93 |
| <![if !supportEmptyParas]><![endif]> | 2 | 810.69 | 847.98 |
| <![if !supportEmptyParas]><![endif]> | 3 | 821.34 | 859.12 |
| <![if !supportEmptyParas]><![endif]> | 4 | 860.48 | 900.06 |
| <![if !supportEmptyParas]><![endif]> | 5 | 981.34 | 1026.48 |
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Water Wages (BIC)
| <![if !supportEmptyParas]><![endif]> Classification | Grade | January 2006 | January 2007 |
| WPT | 1/1 | 828.58 | 866.69 |
| <![if !supportEmptyParas]><![endif]> | ‘1/2 | 845.16 | 884.03 |
| <![if !supportEmptyParas]><![endif]> | 2/1 | 859.25 | 898.77 |
| <![if !supportEmptyParas]><![endif]> | 2/2 | 876.43 | 916.75 |
| <![if !supportEmptyParas]><![endif]> | 2L/H | 955.51 | 999.46 |
| <![if !supportEmptyParas]><![endif]> | 3/1 | 923.39 | 965.86 |
| <![if !supportEmptyParas]><![endif]> | 3/2 | 941.84 | 985.16 |
| <![if !supportEmptyParas]><![endif]> | 3 L/H | 1038.81 | 1086.60 |
| <![if !supportEmptyParas]><![endif]> | 4/1 | 993.09 | 1038.78 |
| <![if !supportEmptyParas]><![endif]> | 4/2 | 1012.95 | 1059.54 |
| <![if !supportEmptyParas]><![endif]> | Senior L/H 1 | 1133.15 | 1185.28 |
| <![if !supportEmptyParas]><![endif]> | Senior L/H 2 | 1160.23 | 1213.60 |
| <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> | <![if !supportEmptyParas]><![endif]> |
| Apprentices | 1 | 490.31 | 512.87 |
| <![if !supportEmptyParas]><![endif]> | 2 | 578.42 | 605.02 |
| <![if !supportEmptyParas]><![endif]> | 3 | 665.05 | 695.64 |
| <![if !supportEmptyParas]><![endif]> | 4 | 753.40 | 788.06 |
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Balranald Energy Lodge
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Store Supervisor
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1/1 | 858.81 | 898.31 |
| ‘1/2 | 884.74 | 925.44 |
| 1/3 | 924.47 | 966.99 |
| ‘1/4 | 958.97 | 1003.09 |
| 1/5 | 983.52 | 1028.76 |
| 2/1 | 1009.20 | 1055.62 |
| 2/2 | 1040.42 | 1088.28 |
| 2/3 | 1069.62 | 1118.82 |
| 2/4 | 1103.35 | 1154.11 |
| 2/5 | 1133.21 | 1185.33 |
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Foreman
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1/1 | 1053.36 | 1101.82 |
| ‘1/2 | 1076.12 | 1125.63 |
| 2/1 | 1091.53 | 1141.74 |
| 2/2 | 1119.09 | 1170.57 |
| 3/1 | 1142.89 | 1195.46 |
| 3/2 | 1173.34 | 1227.31 |
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Apprentices
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 490.31 | 512.87 |
| 2 | 578.42 | 605.02 |
| 3 | 665.05 | 695.64 |
| 4 | 753.40 | 788.06 |
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Balranald Energy Lodge
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Super, Tech Support Officer
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 1055.51 | 1104.06 |
| 2 | 1106.24 | 1157.13 |
| 3 | 1161.59 | 1215.03 |
| 4 | 1209.01 | 1264.62 |
| 5 | 1262.19 | 1320.25 |
| 6 | 1297.75 | 1357.45 |
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Electrical Technicians
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 919.37 | 961.66 |
| 2 | 960.20 | 1004.37 |
| 3 | 985.91 | 1031.26 |
| 4 | 1037.18 | 1084.89 |
| 5 | 1088.47 | 1138.54 |
| 6 | 1139.74 | 1192.17 |
| 7 | 1191.02 | 1245.80 |
| 8 | 1242.30 | 1299.45 |
| 9 | 1320.64 | 1381.39 |
| 9L/H | 1365.50 | 1428.31 |
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Lineworker / Cablejointer
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| Trainee | 832.09 | 870.37 |
| 1 | 904.96 | 946.59 |
| 2 | 944.83 | 988.29 |
| 3 | 963.29 | 1007.60 |
| 4 | 997.14 | 1043.01 |
| 5 | 1049.99 | 1098.28 |
| 5L/H | 1108.49 | 1159.48 |
| 6 | 1090.39 | 1140.55 |
| 6L/H | 1148.92 | 1201.77 |
| SUP L/H | 1242.29 | 1299.44 |
Electrical Worker
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 803.25 | 840.20 |
| 2 | 819.25 | 856.93 |
| 3 | 835.44 | 873.87 |
| 4 | 864.70 | 904.47 |
| 5 | 897.05 | 938.31 |
| 6 | 957.21 | 1001.24 |
| 7 | 969.84 | 1014.45 |
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BIC Far West
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Clerical Officers
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1/1 | 542.73 | 567.69 |
| ‘1/2 | 607.53 | 635.47 |
| 1/3 | 671.06 | 701.93 |
| ‘1/4 | 809.79 | 847.04 |
| 2/1 | 820.12 | 857.84 |
| 2/2 | 841.77 | 880.49 |
| 2/3 | 904.74 | 946.36 |
| 2/4 | 941.65 | 984.97 |
| 2/5 | 964.60 | 1008.97 |
| 2/6 | 995.10 | 1040.88 |
| 2/7 | 1016.61 | 1063.37 |
| 2/8 | 1069.61 | 1118.81 |
| ‘3/1 | 1116.86 | 1168.23 |
| 3/2 | 1157.81 | 1211.07 |
| 4/1 | 1184.17 | 1238.64 |
| 4/2 | 1211.00 | 1266.70 |
| 5/1 | 1227.21 | 1283.66 |
| 5/2 | 1253.25 | 1310.90 |
| 5/3 | 1297.88 | 1357.58 |
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Administration Officers
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1/1 | 1296.27 | 1355.89 |
| ‘1/2 | 1329.23 | 1390.37 |
| 2/1 | 1366.37 | 1429.22 |
| 2/2 | 1405.07 | 1469.70 |
| 3/1 | 1437.95 | 1504.09 |
| 3/2 | 1465.27 | 1532.67 |
| 4/1 | 1499.16 | 1568.12 |
| 4/2 | 1519.73 | 1589.64 |
| 5/1 | 1574.00 | 1646.40 |
| 5/2 | 1619.02 | 1693.49 |
| 6/1 | 1649.73 | 1725.62 |
| 6/2 | 1666.90 | 1743.57 |
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Meter Readers
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| Casual 1 | 953.46 | 997.32 |
| Casual 2 | 987.82 | 1033.26 |
| Casual 3 | 1034.31 | 1081.88 |
| Full-Time 1 | 861.92 | 901.57 |
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Handy Person
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 853.61 | 892.88 |
| 2 | 929.17 | 971.91 |
| 3 | 984.97 | 1030.27 |
<![if !supportEmptyParas]><![endif]>
Stores
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 897.05 | 938.31 |
| 2 | 919.33 | 961.62 |
| 3 | 957.23 | 1001.26 |
| 4 | 990.15 | 1035.70 |
| 5 | 1013.50 | 1060.12 |
| 6 | 1037.99 | 1085.74 |
| 7 | 1067.78 | 1116.90 |
| 8 | 1095.55 | 1145.94 |
| Supervisor | 1164.14 | 1217.69 |
<![if !supportEmptyParas]><![endif]>
IT
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 1223.00 | 1279.26 |
| 2 | 1433.73 | 1499.68 |
| 3 | 1499.36 | 1568.33 |
| 4 | 1607.40 | 1681.34 |
| 5 | 1721.33 | 1800.51 |
| 6 | 1799.35 | 1882.12 |
| 7 | 1857.32 | 1942.76 |
| 8 | 1915.64 | 2003.76 |
<![if !supportEmptyParas]><![endif]>
Technical Officer
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 1283.35 | 1342.38 |
| 2 | 1313.62 | 1374.05 |
| 3 | 1339.67 | 1401.30 |
| 4 | 1373.15 | 1436.31 |
| 5 | 1403.63 | 1468.19 |
| 6 | 1433.92 | 1499.88 |
| 7 | 1469.08 | 1536.65 |
| 8 | 1491.95 | 1560.58 |
| 9 | 1526.05 | 1596.25 |
| 10 | 1554.43 | 1625.93 |
<![if !supportEmptyParas]><![endif]>
Electrical Technicians
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 919.37 | 961.66 |
| 2 | 960.20 | 1004.37 |
| 3 | 985.91 | 1031.26 |
| 4 | 1037.18 | 1084.89 |
| 5 | 1088.47 | 1138.54 |
| 6 | 1139.74 | 1192.17 |
| 7 | 1191.02 | 1245.80 |
| 8 | 1242.30 | 1299.45 |
| 9 | 1320.64 | 1381.39 |
| 9L/H | 1365.50 | 1428.31 |
<![if !supportEmptyParas]><![endif]>
Lineworker / Cablejointer
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| Trainee | 832.09 | 870.37 |
| 1 | 904.96 | 946.59 |
| 2 | 944.83 | 988.29 |
| 3 | 963.29 | 1007.60 |
| 4 | 997.14 | 1043.01 |
| 5 | 1049.99 | 1098.28 |
| 5L/H | 1108.49 | 1159.48 |
| 6 | 1090.39 | 1140.55 |
| 6L/H | 1148.92 | 1201.77 |
| SUP L/H | 1242.29 | 1299.44 |
<![if !supportEmptyParas]><![endif]>
Electrical Worker
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 803.25 | 840.20 |
| 2 | 819.25 | 856.93 |
| 3 | 835.44 | 873.87 |
| 4 | 864.70 | 904.47 |
| 5 | 897.05 | 938.31 |
| 6 | 957.21 | 1001.24 |
| 7 | 969.84 | 1014.45 |
<![if !supportEmptyParas]><![endif]>
Apprentices
| <![if !supportEmptyParas]><![endif]> Grade | January 2006 | January 2007 |
| 1 | 490.31 | 512.87 |
| 2 | 578.42 | 605.02 |
| 3 | 665.05 | 695.64 |
| 4 | 753.40 | 788.06 |
<![if !supportEmptyParas]><![endif]>
<![if !supportEmptyParas]><![endif]>
<![if !supportEmptyParas]><![endif]>
<![if !supportEmptyParas]><![endif]>
<![if !supportEmptyParas]><![endif]>
<![if !supportEmptyParas]><![endif]>
R.W. HARRISOND.P.
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____________________
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Printed bythe authority of the Industrial Registrar.
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