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					    Qantas Group Submission to the Review of the Fair Work Act



1. BACKGROUND

   This submission is made on behalf of the Qantas Group. The Qantas Group comprises a
   number of companies the most prominent of which are:

      Qantas Airways Limited;
      Jetstar;
      Qantaslink;
      Qantas Catering;
      Qantas Freight; and
      Qantas Frequent Flyer.

   The listing of all the controlled entities is provided at pages 94 to 97 of the Qantas Annual
   Report 2011.

   The Qantas Group has over 32,000 (full time equivalent) employees (Qantas Annual
   Report 2011) of which over 90% are employed in Australia.

   The Qantas group is highly unionised. It has 48 Enterprise Bargaining Agreements
   (EBAs) and regularly deals with the following unions:

      AIPA (Australian International Pilots Association)
      AFAP (Australian Federation of Airline Pilots)
      ASU (Australian Services Union)
      ALAEA (Australian Licensed Aircraft Engineers’ Association)
      AMWU (Australian Manufacturing Workers’ Union)
      AWU (Australian Workers’ Union)
      CEPU (Communications Electrical & Plumbing Union)
      FAAA Long Haul (Flight Attendants Association of Australia Long Haul)
      FAAA Short Haul (Flight Attendants Association of Australia Short Haul)
      United Voice (formerly LHMWU)
      NUW (National Union of Workers)
      TWU (Transport Workers Union).

   A list of EBAs is included at Attachment A.

   This submission is made in response to a number of questions raised in the Fair Work
   Act Review Background Paper, January 2012 (Background Paper). The questions
   addressed in this submission are based on our experience of the operation of the Fair
   Work Act (FW Act) to date.




17 February 2012                                                                              1
    Qantas Group Submission to the Review of the Fair Work Act




2. RESPONSE TO SPECIFIC QUESTIONS

2.1 General

   Question 2. Can the Fair Work Act provide flexibility for business and is this being
   achieved? If so, how? If not, why not?

   In our experience the Fair Work Act (FW Act) has had the effect of limiting business
   flexibility. This is particularly because of the operation of the following features of the FW
   Act:

      Adverse Action provisions;
      Transfer of business provisions; and
      Removal of prohibited content from enterprise agreements.

   Our experience with these provisions is set out in more detail in response to specific
   questions. A number of the questions dealing with productivity have been answered as a
   set.

2.2 Bargaining and Agreement making

   Question 5. Has the Fair Work Act’s focus on enterprise collective bargaining
   helped to achieve productivity and fairness?

   Question 6. What has been the impact if any, of the Fair Work Act on labour
   productivity?

   Question 20. Does the bargaining framework promote discussion and uptake of
   measures improves productivity?

   Question 21. How have employers pursued productivity improvements during
   bargaining for a new enterprise agreement? Are there any obstacles to achieving
   productivity improvements in bargaining legislation? How do these obstacles
   differ from the situation that existed prior to the Fair Work Act?

   Question 23. What has been the impact of allowing a wider range of matters to be
   included in enterprise agreements by removing the “prohibited content” provided
   under the Workplace Relations Act? What has been the impact on bargaining and
   productivity? What has been the impact on the employees’ capacity to be
   represented in the workplace?

   The Qantas Group is not in a position to comment on the impact of the FW Act on
   productivity at a system wide level. However, we can comment on the issue so far as it
   applies to the Qantas Group.

   The Qantas Group has a long history of enterprise bargaining with unions. Qantas
   Airways Limited was an early adopter of enterprise bargaining when provisions
   formalising bargaining were first introduced under the then Industrial Relations Act 1988.
   We have some 20 years of experience in enterprise bargaining with a variety of unions.
   The major focus of Qantas Group enterprise bargaining has been to negotiate fair wages
   and conditions in a highly competitive industry with significant exposure to the global
   economy.


17 February 2012                                                                               2
    Qantas Group Submission to the Review of the Fair Work Act


   Our approach to enterprise agreement negotiations is to ensure that the outcomes take
   account of the challenges facing the airline industry, are fair to our employees and do not
   undermine our competitiveness.          Our competitiveness relies upon strong fiscal
   management including providing a sustainable return on invested capital to underpin fleet
   renewal, maintaining our investment grade credit rating (Qantas is one of only two
   airlines in the world to have this rating) and protecting the capacity of the business to
   improve productivity and respond flexibly to changing circumstances.

   The key issue for Qantas is not how to use the provisions of the FW Act to enhance
   productivity but rather how to resist the attempts by a number of unions to use the
   provisions of the FW Act to control business strategy and to obstruct change. This has
   come about as a direct result of the ‘prohibited content’ provisions being removed in the
   FW Act.

   In practical terms this has meant that over the last two years Qantas has been faced with
   three strategically positioned unions (TWU, ALAEA, AIPA) using protected industrial
   action (PIA) to attempt to prevent Qantas using contract labour and or to use Qantas
   enterprise bargaining to set the rates in labour hire firms (‘site rates’). It has lead to
   industrial action seeking to influence investment decisions and to industrial action
   seeking to use workplace agreements in Qantas to set labour conditions in related
   entities regardless of whether those entities already have their own workplace
   agreements. In addition, at least one union (AIPA) has lobbied for further legislative
   change that would directly interfere in the labour arrangements made within the Group in
   accordance with current legislation. This experience is detailed further in the case study
   below.

   It should be noted that this negative experience relates to a small number of powerful
   unions that represent a minority of Group staff. This is in contrast to previous enterprise
   bargaining experience, and recent experience with most unions representing Group staff,
   under the FW Act and the previous Workplace Relations Act 1996 (WRA) Industrial
   Relations Act 1988 (IRA), where the Group has successfully negotiated workplace
   agreements, covering a traditional range of terms and conditions, usually without
   industrial action.




17 February 2012                                                                            3
    Qantas Group Submission to the Review of the Fair Work Act

 Case Study

 Qantas in 2011 faced three major industrial disputes, the most intractable components of
 which were union bargaining claims that sought to regulate, control and reduce Qantas
 access to third party labour and or business services and to control Qantas business
 strategy and the opportunities for the business to improve productivity. As these claims
 could not be conceded by Qantas without putting the business at risk, the outcome was
 an intractable dispute with damaging industrial action that left Qantas with no choice but
 to respond to the union’s industrial action with a proposed lock out. Qantas believes that
 these union claims owed their genesis to the removal of the prohibited content provisions
 from the FW Act.

 The ALAEA, representing licensed aircraft engineers made claims that included the
 building of a fully tooled and staffed new heavy maintenance facility, restrictions on third
 party labour providers and restrictions on Qantas access to productivity improvements,
 including restricting access to the benefits conferred by technological and regulatory
 changes. The claims also sought to exclude other unions’ members from undertaking
 certain new functions.

 The TWU claimed explicit controls and constraints on Qantas’ use of contractors to
 provide labour.

 Qantas long haul pilots sought to use the current legislation to in effect regulate the terms
 and conditions of employment of employees who work for other companies, whether
 associated entities or not. The relevant triggers for the application of the clause would be
 the use of a codeshare number by an associated entity, or the use of a Qantas designator
 or livery by any company.

 The long haul pilot claim also sought to:

       Over-ride or supplement terms and condition conditions for persons not covered
        by the proposed enterprise agreement, even though such terms have already set
        under applicable agreements approved by FWA or its predecessor;
       Override or supplement terms and conditions set for employees of other
        companies who are engaged in and reside in another country and who work under
        contracts set in accordance with the country of residence and citizenship
        (including New Zealand, Singapore and the USA).

 Qantas believes that the purpose of the claims made by each of these unions is to restrict
 Qantas’ freedom to implement its business strategy including the development of multiple
 differentiated brands. Its actual economic and business impact if conceded would be to
 weaken Australian based airlines relative to their international competitors and partners.


 In addition, AIPA claimed Company payment for officials performing union duties.




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    Qantas Group Submission to the Review of the Fair Work Act

   Question 29. How have the good faith bargaining requirements affected enterprise
   bargaining agreement negotiations?

   a. Are there ways in which the good faith bargaining requirements could be
      improved to better facilitate bargaining?

   b. Are the powers possessed by FWA adequate to remedy breaches of good faith
      bargaining requirements?

   Other than addressing the issue of a union notifying and then cancelling industrial action
   as a form of ‘industrial action’ in its own right (see below), in the view of Qantas the good
   faith bargaining provisions in the current FW Act do not need to be supplemented by
   further prescriptive rules regarding.

   The Group has some experience with bargaining in overseas jurisdictions. In particular
   our experience of the more prescriptive good faith bargaining provisions under the
   otherwise simple and flexible New Zealand legislation has been that these provisions
   tend to lead to a focus on process at the expense of expedition and outcomes. The good
   faith obligation also, prior to the recent amendments to the New Zealand legislation,
   seriously inhibited an employer’s ability to communicate directly with its employees.

2.3 Transfer of Business

   Question 34. Does the new broader definition of transfer of business help to clarify
   when a transfer occurs?

   Qantas provides a good example of the bureaucratic hurdles facing large companies that
   seek to provide employees with opportunities across a range of related entities. Qantas
   had long standing arrangements, in some cases included in industrial agreements, for
   staff to apply for positions between entities that each have their own workplace
   agreements. This includes pilots moving from Qantas to Jetstar, pilots and cabin crew
   moving between QantasLink and Qantas and customer service and engineering and
   supervisory staff moving between entities. Under the FW Act Qantas has been required
   to make numerous costly and resource intensive applications to Fair Work Australia
   (FWA) for case by case orders to prevent the transfer of instruments in these
   circumstances. In some cases staff have lost opportunities as a direct result of these
   provisions because of the time periods involved in seeking union cooperation in any
   approach to FWA. No Qantas application has been rejected; equally each application
   takes considerable resources to process for what, in all cases, are voluntary moves.

   In the view of the Qantas Group there should be no transfer of instruments where an
   employee voluntarily transfers his or her employment between related entities (that is
   there should be no requirement in this circumstance for either an application to FWA for
   an order waving the transfer of instrument, or for a three month break in employment).

   Question 35. What has been the effect of the new transfer provisions on corporate
   restructuring activities such as in sourcing and out sourcing?

   The provisions have created a difficult environment in which to make these decisions
   Qantas supports the BCA submission on this issue.




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    Qantas Group Submission to the Review of the Fair Work Act


2.4 General Protections

   Questions 37 – 40.

   We note that none of the questions is structured to elicit an answer on whether or not the
   protections are necessary or operate in an inappropriate way for business decision-
   making.

   Qantas supports the BCA recommendation to restore the sole and dominant test.
   The current adverse action provisions are an impediment to business transformation for
   established firms within Australia. In our observation these provisions do far more than
   protect individuals from discrimination on the basis of union or non-union membership.
   These provisions in effect favour new market entrants or the provision of goods or
   services by overseas companies over established companies seeking to become more
   competitive onshore.

2.5 Industrial Action

   59. What has been the effect of the removal of the mandatory four-hour minimum
   deduction of pay for protected employee industrial action?

   Qantas considers that the removal of this provision has significantly changed the balance
   in bargaining, especially for service-based industries. Qantas’ view is that the four hour
   minimum deduction for an employee engaged in any form of industrial action should be
   reinstated.

   Taking Qantas as an example, a one hour stoppage by engineers, ramp employees,
   pilots, cabin crew or customer service staff has a direct and significant impact on
   operations, schedules and customers, requiring adjustment to schedules and often
   causing ‘knock on‘ delays throughout the network that extend well beyond the period of
   the stoppage. In short, the impact on the employer and on customers is out of all
   proportion to the one hour deduction from pay that would occur under the current rules.

   Likewise in service based industries bans that do not involve stoppages can also be very
   damaging to the business without any real countervailing consequence for employees.

   The ALAEA during the 2011 dispute in Qantas provided an extreme example of how the
   current rules can be exploited. In this dispute the union notified a one minute stoppage,
   knowing presumably that the administrative cost of making the required one minute
   deduction from pay would exceed the actual amount of the deduction, while also
   exposing the employer to the risk of prosecution for any error in calculating the numerous
   deductions involved.

   Another tactic used by both the ALAEA and the TWU in Qantas in 2011 was to
   repeatedly notify a stoppage and then cancel the action at the last minute, after
   schedules had been recut, passengers advised and other staff disrupted from their
   normal rosters. Such capricious behaviour caused significant cost to the employer,
   inconvenienced customers and other staff and came at no cost to the union or its
   members directly involved in the ‘action’. As one example of this tactic, the TWU notified
   a two hour stoppage for all airports to take place between 16:00 to 17:59 on 7 October
   2011. The notice was subsequently withdrawn, but the timing of the notification and
   withdrawal still meant that this ‘action’ by the TWU still affected 4,343 passengers and
   resulted in the cancellation of 17 flights and the rescheduling of 19 other flights. As a
   second example, the ALAEA provided separate notices of four hour stoppages at


17 February 2012                                                                           6
    Qantas Group Submission to the Review of the Fair Work Act

   different times of the day in Brisbane, Sydney and Melbourne. Each of these notices was
   subsequently withdrawn but this ‘action’ by the ALAEA still affected 8,318 passengers
   and resulted in the cancellation of 38 flights and the re-scheduling of 27 flights. The
   average delay for re-scheduled passengers was 95 minutes.

   In the 2011 disputes this ‘reversal’ action was also coupled with public threats of more
   significant action in the future causing a loss of confidence in Qantas’ reliability and a
   reduction in forward bookings. Lists of the short duration and notified and then cancelled
   notices of PIA are included at attachments B (ALAEA PIA) and C (TWU PIA).

   The scope for some unions to use the current provisions of the FW Act in these ways
   supports an argument for both reinstating the minimum four hour deduction for PIA. In
   this context Qantas also supports the BCA recommendations that employer claim action
   be available in circumstances where employee claim action has been authorised by a
   protected action ballot.




17 February 2012                                                                           7
                                   Qantas Group Submission to the Review of the Fair Work Act

Attachment A: List of Qantas Group Workplace Agreements


                                                       ENTERPRISE BARGAINING AGREEMENT TITLE

 Australian Services Union (Qantas Airways Limited) Agreement

 Qantas Flight Catering Limited Enterprise Agreement

 National Union of Workers Qantas Airways Limited – Enterprise Agreement

 Qantas Airways Limited(CEPU,CPSU)Enterprise Agreement

 Qantas Airways Limited (CEPU) Brisbane Heavy Maintenance

 ETOMS ALHMWU (Qantas Airways Limited) Enterprise Agreement

 Licensed Aircraft Engineers (Qantas Airways Limited) Enterprise Agreement

New South Wales Nurses’ Association (Qantas Airways Limited) Enterprise Agreement

Flight Attendants Association Of Australia – Short Haul Division (Qantas Airways Limited) Enterprise Agreement

 Flight Attendants Association Of Australia – International Division (Qantas Airways Limited) and QF Cabin Crew Australia PTY Ltd

 Qantas Airways Limited (AWU, AMWU) Enterprise Agreement

 Transport Workers Union (Qantas Airways Limited) Enterprise Agreement

 Professional Engineers (Qantas Airways Limited) Enterprise Agreement

Qantas Airways Limited Flight Crew (Long Haul) Certified Agreement

Qantas Airways Limited Flight Crew (Short Haul) Workplace Agreement

Qantas Airways Limited (Technical Salaried Staff) Enterprise Agreement

Australian Services Union (Qantas Information Technology Limited) Managers & Technical Consultants Enterprise Agreement



17 February 2012                                                                                  8
                                    Qantas Group Submission to the Review of the Fair Work Act

SUBSIDIARY BUSINESSES

                                                       ENTERPRISE BARGAINING AGREEMENT TITLE

 Jetstar / The Australian Municipal, Administration, Clerical and Services Union Agreement

 Jetstar Airways Pilots Agreement

 Jetstar And Flight Attendants’ Association of Australia Enterprise Agreement

 Jetstar Airways Stores Agreement

 Jetstar Airways Engineering and Maintenance Agreement

 Eastern Australian Airlines Aircraft Maintenance Engineers And Trades Assistants Agreement (Tamworth)

Licenced Aircraft Engineers Eastern Airlines Tamworth Engineering Base Enterprise Agreement

Eastern Australia Airlines – Sydney Aircraft Engineers Enterprise Agreement

Eastern Australia Airlines Pty Limited Flight Attendants Enterprise Bargaining Agreement

Eastern Airlines Pilots’ Enterprise Agreement

Eastern Australia Airlines Pty Limited and Australian Service Union Agreement

Eastern Australia Airlines Pty Limited Group 2 Ground Staff Enterprise Agreement

 Licenced Aircraft Engineers / Sunstate Airlines Enterprise Agreement

Sunstate Airlines (Qld) Pty Ltd Flight Attendants’ Enterprise Bargaining Agreement

Sunstate Airlines (Qld) Pty Limited Pilots Enterprise Agreement

 Sunstate Airlines (Qld) Pty Limited and Australian Services Union Enterprise Agreement

 Southern Australia Airlines Pty Limited Engineers Enterprise Agreement

 Australian Airlines Flight Crew Enterprise Bargaining Agreement
17 February 2012                                                                               9
                                    Qantas Group Submission to the Review of the Fair Work Act

 Flight Attendants’ Association of Australia Australian Airlines Enterprise Agreement

 Australian Airlines – Australian Services Union Clerical and Administrative Agreement

 Caterair Cairns Enterprise Agreement

 Caterair Sydney Enterprise Agreement

 National Union of Workers (Qantas Airways Limited) Brisbane Logistics Agreement

 Qantas Airways Limited (AMU, AMWU) Brisbane Heavy Maintenance Enterprise Agreement

 Snap Fresh Pty Limited Enterprise Bargaining Agreement

 Express Ground Handling Pty Limited Ground Crew Agreement

 Jet Turbine Services Pty Limited – JTS Enterprise Agreement

 QDS Aircraft Maintenance & Refurbishment Richmond Site EBA
 QDS Special Purpose Aircraft Maintenance

 QDS Amberley Site Agreement

 QDS (Aircraft Maintenance and Refurbishment) Aircraft Support Centre Agreement




17 February 2012                                                                         10
                                  Qantas Group Submission to the Review of the Fair Work Act

Attachment B: ALAEA PIA - Short Duration Action and Action Notified and then Withdrawn

 Notice#   Date of commencement                  Time of Action                     Participants              Nature of Action                  Status
1          Monday, 4 July 2011           The first two hours of any      All ALAEA LAME members who       A two hour work           Notice withdrawn
                                         regularly rostered shift that   are rostered to commence work in stoppage.                 (PIA not taken)
                                         commences between 0100          Melbourne Line Maintenance.
                                         and midday of that day
2          Ongoing from Monday, 4        From 2AM.                       All ALAEA LAME members from      Partial ban on overtime   Notice withdrawn
           July 2011 and until further                                   all sections across Australia.                             (PIA not taken)
           notice
3          Tuesday, 5 July 2011          The first two hours of any      All ALAEA LAME members who       A two hour work           Notice withdrawn
                                         regularly rostered shift that   are rostered to commence work in stoppage.                 (PIA not taken)
                                         commences between 0100          PER Line Maintenance.
                                         and midday of that day.
4          Wednesday, 6 July 2011        The first two hours of any      All ALAEA LAME members who       A two hour work           Notice withdrawn
                                         regularly rostered shift that   are rostered to commence work in stoppage.                 (PIA not taken)
                                         commences between 0100          BNE Line Maintenance.
                                         and midday of that day.
5          Thursday, 7 July 2011         The first two hours of any      All ALAEA LAME members who       A two hour work           Notice withdrawn
                                         regularly rostered shift that   are rostered to commence work in stoppage.                 (PIA not taken)
                                         commences between 0100          ADL Line Maintenance.
                                         and midday of that day.
6          Thursday, 7 July 2011         The first two hours of any      All ALAEA LAME members who       A two hour work           Notice withdrawn
                                         regularly rostered shift that   are rostered to commence work in stoppage.                 (PIA not taken)
                                         commences between 0100          DWR Line Maintenance.
                                         and midday of that day.
13         Sunday, 17 July 2011          2000                            LAME member Wesley Bell from     30-minute stop work       PIA taken and concluded
                                                                         MEL                              meeting.                  (30 mins pay deducted)
14         Friday, 15 July 2011          1000 AM local time in each      All LAME members Australia       One-minute stoppage.      PIA taken and concluded
                                         location                        wide.                                                      (1 min pay deducted)
16         Thursday, 25 August           At the commencement of shift    Line and base maintenance –      On hour stoppages.        PIA taken and ongoing
           2011 to Friday, 16            for any individual working a    different days of the week       NOTE: To prevent          (1 hr pay deducted).
           December 2011                 night shift on the designated   according to location.           disruption of Qantas      “Offer’ of covering own PIA
                                         day in that location.                                            flights, ALAEA members    with overtime at penalty rates
17 February 2012                                                                                 11
                               Qantas Group Submission to the Review of the Fair Work Act

                                                                                         (primarily those ending       not taken up.
                                                                                         dayshift) will be available
                                                                                         to work overtime to cover
                                                                                         all stoppages. The
                                                                                         ALAEA office will be
                                                                                         available to assist in
                                                                                         coordination of overtime
                                                                                         for this purpose.
24       Monday, 10 October 2011 1600                   All LAME members who will be     A four (4) hour work          Notice withdrawn
                                                        covered by the proposed          stoppage.                     (PIA not taken)
                                                        Agreement, who are rostered to
                                                        work in Brisbane.
25       Monday, 10 October 2011 1500                   All LAME members who will be     A four (4) hour work          Notice withdrawn
                                                        covered by the proposed          stoppage.                     (PIA not taken)
                                                        Agreement, who are rostered to
                                                        work in Sydney.
26       Monday, 10 October 2011 1700                   All LAME members who will be     A four (4) hour work          Notice withdrawn
                                                        covered by the proposed          stoppage.                     (PIA not taken)
                                                        Agreement, who are rostered to
                                                        work in Melbourne
                                                        (Tullamarine).
28       Tuesday, 18 October       0800-1200 (midday)   All LAME members who will be     A stop work meeting.          Notice withdrawn
         2011                                           covered by the proposed                                        (PIA not taken)
                                                        Agreement who are rostered to
                                                        work in Adelaide.




17 February 2012                                                                12
                             Qantas Group Submission to the Review of the Fair Work Act

Attachment C: TWU PIA - Short Duration Action and Action Notified and then Withdrawn


    Notice#   Date of commencement                        Time of Action                            Participants        Nature of Action          Status

1             Tuesday, 20 September   7.00am (20 Sept) to 6.59am (22 Sept) EST, Sydney           All TWU members      Higher Duties Bans - Bans
              2011 to Thursday, 22    3.30pm (20 Sept) to 3.29pm (22 Sept) EST, Canberra         employed by Qantas   TWU members will not withdrawn.
              September 2011          7.00am (20 Sept) to 6.59am (22 Sept) EST, Melbourne        Airways Limited      perform higher duties
                                      7.00am (20 Sept) to 6.59am (22 Sept) EST, Hobart                                for a period of 48
                                      10.30am (20 Sept) to 10.29am (22 Sept) ADL local time,                          hours commencing, 20
                                      Adelaide                                                                        September 2011.
                                      6.00am (20 Sept) to 5.59am (22 Sept) DAR local time,
                                      Darwin
                                      5.00am (20 Sept) to 4.59am (22 Sept) PER local time, Perth
                                      6.00am (20 Sept) to 5.59am (22 Sept) EST, Brisbane
                                      8.00am (20 Sept) to 7.59pm (22 Sept) EST, Townsville
                                      9.00am (20 Sept) to 8.59pm (22 Sept) EST, Cairns
                                      7.00am (20 Sept) to 6.59am (22 Sept) (local time), Other
                                      Ports

2             Tuesday, 20 September   7.00am (20 Sept) to 6.59am (22 Sept) EST, Sydney           TWU members          Higher duties ban –      Bans
              2011 to Thursday, 22    3.30pm (20 Sept) to 3.29pm (22 Sept) EST, Canberra         employed by          TWU will not perform     withdrawn.
              September 2011          7.00am (20 Sept) to 6.59am (22 Sept) EST, Melbourne        QCatering Limited    higher duties for a
                                      10.30am (20 Sept) to 10.29am (22 Sept) ADL local time,                          period of 48 hours
                                      Adelaide                                                                        commencing at the
                                      5.00am (20 Sept) to 4.59am (22 Sept) PER local time, Perth                      times indicated.
                                      6.00am (20 Sept) to 5.59am (22 Sept) EST, Brisbane
                                                                                                                      Paperwork bans –
                                                                                                                      TWU will not perform
                                                                                                                      paperwork required for
                                                                                                                      the QAD system for a
                                                                                                                      period of 48 hours
                                                                                                                      commencing at the

17 February 2012                                                                          13
                              Qantas Group Submission to the Review of the Fair Work Act

    Notice#   Date of commencement                           Time of Action                            Participants          Nature of Action       Status
                                                                                                                          times indicated.

                                                                                                                          Bans and limitations
                                                                                                                          on job functions –
                                                                                                                          TWU members will not
                                                                                                                          login to the QAD
                                                                                                                          system for a period of
                                                                                                                          48 hours commencing
                                                                                                                          at the times indicated.
3             Thursday, 29 September   Two hour stoppage from:                                     TWU Delegates          2-hour stop work        Withdrawn.
              2011                     11.00am AEST                                                employed by Qantas     meeting.
                                       9.00am ADL/DAR                                              Airways Limited and
                                       9.00am PER                                                  Q Catering Limited –
                                                                                                   listed below: (52
                                                                                                   employees
                                                                                                   nominated by name)

5             Friday, 7 October 2011   4.00pm and ending 5.59pm local time, all ports.             TWU members            Two- hour stop work    Withdrawn
                                                                                                   employed by Qantas
                                                                                                   Airways Limited and
                                                                                                   Qcatering Limited

8             Tuesday, 25 October      TWU members will stop work for a period of one (1) hour,
              2011                     as follows:                                                 TWU members
                                                                                                   employed by Qantas     One (1) hour stop      Withdrawn
                                       QANTAS AIRWAYS LIMITED & Q CATERING LIMITED                 Airways Limited        work.
                                                                                                   AND Q Catering
                                       Port           Dom/Int’l/All          Action Commences*     Limited.
                                       Brisbane             All              7.00am
                                       Melbourne            All              8.00am
                                       *times for each port are local times.


17 February 2012                                                                              14
                            Qantas Group Submission to the Review of the Fair Work Act

    Notice#   Date of commencement                        Time of Action                        Participants        Nature of Action     Status

9             Wednesday, 26 October                                                          TWU members
              2011                    TWU members will stop work as follows:                 employed by Qantas   Work stoppages.      Withdrawn
                                                                                             Airways Limited
                                      QANTAS AIRWAYS LIMITED & Q CATERING LIMITED            AND Q Catering
                                                                                             Limited.
                                      Port     Dom/Int’l/All                   Action
                                      Commences
                                      Sydney     All    3 hours                   7.00am
                                      Canberra   All    1 hour                    4.30pm
                                      Cairns     All     1 hour                   7.00am




17 February 2012                                                                        15

				
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