NEWAY TRANSPORT WESTERN AUSTRALIA CERTIFIED
AG 49 of 2006
This Agreement shall be known as the „Neway Transport Western Australian Certified
Agreement 2006‟ („the Agreement‟).
Agreement Title 1
Parties Bound 4
Period of Operation 5
Posting of the Agreement 6
No Extra Claims 7
Worksites Covered by the Agreement 8
Relationship with the Award 9
Measures to Increase Efficiency 11
Wage Rates 12
Hours of Work 14
Meal Breaks 16
Casual Employees 17
Payment of Wages 18
Annual Leave 19
Leave Without Pay 20
Personal Leave 21
Public Holidays 22
Long Service Leave 23
Settlement of Dispute 24
Federal Industrial Relations Structure 25
Sexual Harassment and Workplace Bullying 27
Counseling Procedure 30
Direct Delivery Trips 31
Vehicle Maintenance 33
Delivery Communication 35
Classification Structure 36
Union Notice-Board 37
Union Delegates 38
Training Leave 39
Employee‟s Covered by this Agreement 40
Schedule A: Permanent Employee Wage Rates
Schedule B: Casual Employee Wage Rates
In this Agreement, unless the context otherwise requires:
“WAIRC” means the Western Australian Industrial Relations Commission.
“Award” means the Transport Workers‟ (General) Award No. 10 of 1961.
“Agreement” means the Neway Transport Western Australia Certified Agreement
“Employee” means any Employee whose employment is covered by this Agreement
and whose job classification is set out in Schedule A and B of this Agreement.
“Employer” means N.T WestAus Pty Ltd (A.C.N 118 364 846) trading as Neway
“Immediate Family” includes a spouse (including a former spouse, a de facto spouse
and a former de facto spouse) of the employee. A de facto spouse means a person of
the opposite sex to the employee who lives with the employee as his or her husband
or wife on a bona fide domestic basis; and child or an adult child (including an
adopted child, a step child or an ex-nuptial child), parent, grandparent, grandchild or
sibling of the employee.
“Parties” means the Employer and TWUA and Employees whose employment is
covered by this Agreement.
“TWUA” means the Transport Workers‟ Union of Australia, Industrial Union of
Workers, Western Australian Branch.
“Work Day” means a day on which work is actually performed by an Employee.
4. PARTIES BOUND
This Agreement shall be binding on the Employer, the TWUA and all Employees of
the Employer whose employment falls within the scope of the Award.
5. PERIOD OF OPERATION
This Agreement will become operative from the date of its registration by the WAIRC
and shall expire three years from the date of registration by the WAIRC. Discussions
between the Parties will take place 3 months prior to the expiry date to develop and
agree a new period agreement.
6. POSTING OF THE AGREEMENT
Copies of the Agreement shall be displayed in a conspicuous and convenient place
on the Employer‟s premises so as to be easily accessible by all Employees. All new
Employees will receive a copy of the Agreement on the 1st day of employment
whether casual or permanent.
7. NO EXTRA CLAIMS
The Parties undertake not to pursue any extra claims, award or over award claims for
the duration of this agreement.
8. WORKSITES COVERED BY THIS AGREEMENT
This Agreement applies to the Employer‟s operations at 61 Mulgul Road, Malaga,
Western Australia, 6090 which acts as the Employee‟s home base.
9. RELATIONSHIP WITH AWARD
(a) This Agreement shall be read and interpreted in conjunction with the
Transport Workers‟ (General) Award No. 10 of 1961 („the Award‟).
b) Where there is any inconsistency between this Agreement and the Award, this
Agreement will prevail to the extent of the inconsistency.
(c) In the event that there is, after the making of this Agreement, legislative
change to the Workplace Relations Act 1996 including changes which have
the effect of altering Federal Awards or matters which can be included in
Federal Awards and which has the result of reducing or eliminating
entitlements of employees covered by this Agreement, the parties agree that
the entitlements and this Clause will be deemed to be part of this Agreement,
from the moment they cease to apply in the Federal Award.
The purpose of this Agreement is to:
(a) Enhance the productivity and efficiency of the Employer‟s operations;
(b) Facilitate the Employer and Employees working together to reach double digit
growth over the period of this Agreement;
(c) Provide Employees with access to more varied, fulfilling and better paid jobs;
(d) Ensure the Employer receives more longevity of service of their Employees
through job satisfaction.
11. MEASURES TO INCREASE EFFICIENCY
(a) The Parties have agreed that in order to develop a more efficient and
productive enterprise it is necessary to create a cooperative work environment
and appropriate consultative mechanisms involving the Employer and
(b) There shall be a Joint Consultative Committee comprising an equal number of
nominees of the Employer and nominees of the Employees. The objectives of
the Joint Consultative Committee will be to guide the company through
change, productivity improvements and growth.
(c) The Employer will work with Employees to develop systems to seek new client
opportunities to meet double digit growth through at least seven (7) sales
leads being received by the Employer per week, as the total contribution from
all Employees. Quantified sales leads are to be documented via the sales lead
card system located in each vehicle. All sales leads feedback will be
responded to by the appropriate Employee within a two (2) week period.
12. WAGE RATES
(a) The following wage increases will apply over the life of the Agreement
(b) Casual wage rates.
(c) It is the Employer‟s intention, wherever possible, to offer permanent
employment to casual employees.
(d) Casual loading will remain at 24% for life the Agreement.
(d) In addition to the duties prescribed under the Award, the wage rates as
outlined in Schedule A and B also expressly include the following tasks and
skills that are unique to this workplace:
The installation of photocopiers and other sensitive equipment;
The unpacking and installation of telecommunication equipment at Telstra,
Vodafone, Optus and other similar sites;
The extra service that is required by the customer where deliveries of
photocopiers, communication racks and other equipment weighing 150kgs
plus, including moving up and down stairs to be performed in a safe and
Employees are required to assist new Employees with training in the
installation of photocopiers and the handling of all other highly sensitive
(e) Employees shall be classified at Grade 1 or 3 as per the provisions of the
Award. It is a requirement that all Employees hold the relevant licences to
perform their duties.
The allowances listed under this clause are the only allowances that apply to
Employees and are outlined as follows. All other allowances outlined in the Award
have been incorporated in the hourly rate at Schedule A and Schedule B with the
exception of those outlined in 13 (a) (i).
(a) Other allowances are as follows as defined by the Award:
i. Meal Allowance:
An Employee required to work overtime for two (2) hours or more in any
one day, or who is required to commence work two (2) hours or more prior
to their normal starting time shall be paid a meal allowance of $10.95. The
meal allowance entitlement will increase to reflect any increases to the
relevant award provision.
Where an Employee is required to work for more than 10 hours per day a
meal allowance shall be provided.
14. HOURS OF WORK
The ordinary hours of work shall be between the hours 5.30am and 6.30pm Monday
to Friday and will be varied on a day to day basis as per the requirements of the
Employer‟s customers. Employees will be notified of their starting and finishing times
for the following second work day prior to the conclusion of the current day‟s shift.
(a) Permanent Employees must work 7 hours 36 minutes per day.
(b) Casual Employees must work a minimum of 4 hours per day.
(a) In the event of a recall, the employee shall be paid at the rate of time and one
half for the first two hours and double time thereafter for actual time worked.
(b) The employee will be paid for a minimum of four (4) hours for the first recall
and a minimum two hours for each subsequent recall.
16. MEAL BREAKS
Employees will be flexible with their lunch breaks between the fourth and sixth hour to
ensure the least amount of disruption to services.
a) Whilst working a normal 7 hours 36 minute day there will be one (1) unpaid lunch
break of 30 minutes.
17. CASUAL EMPLOYEES
a) A casual Employee does not accrue personal leave or annual leave.
b) A casual Employee receives a casual loading included in the normal rate in lieu of
personal and annual leave. The loaded rate is outlined in Schedule B
c) A casual Employee will be paid a minimum of four (4) hours work for each start.
d) Where an employee has been engaged as a casual driver for a period of more
than 12 weeks, the Employer will review the arrangement and make a
determination, based on the needs of the business, as to whether the Employee
should be engaged on a permanent basis. This 12 week period excludes
Offsiders and Depot Dock Employees.
18. PAYMENT OF WAGES
All wages are paid into the Employees' nominated bank account on a weekly basis,
each Thursday. In the event of a public holiday falling on a payday, an Employees
pay will be paid into the employees‟ nominated bank account on the day preceding
the public holiday.
19. ANNUAL LEAVE
a.) Annual leave entitlements for permanent employees are accrued weekly at 2.923
hours for each five (5) ordinary working days worked of continuous service. Twenty
days (20) or four (4) weeks will have accrued upon the Employees anniversary of
employment. Accruals for annual leave for part-time Employees is on a pro-rata
b.) The employee is entitled to leave loading only when the Employee has completed a
full year in accordance with the anniversary date from when permanent employment
commenced. If an Employee takes leave before his anniversary no leave loading is
paid. On completion of his anniversary and at the first subsequent block of annual
leave taken, any outstanding leave loading applicable to the Employee's anniversary
will then be paid.
c.) Subject to an Employee‟s anniversary of employment falling, leave loading is paid
only when annual leave "blocks" of five (5) consecutive days or more is taken. If less
than five (5) consecutive days leave is taken, leave loading is held awaiting the
Employee to take a "block" of five (5) days or more leave. Therefore, any single days
leave already taken prior to the anniversary date (that had no leave loading applied)
will be subsequently added to the "block" five consecutive (5) days.
d.) Subject to the above provisions, during a period of annual leave an employee shall
receive a loading calculated at a rate of 17.5% of their ordinary rate of pay for the
duration of the annual leave period.
e.) If an Employee terminates his employment with the Company no leave loading is
applied to any outstanding leave balance.
20. LEAVE WITHOUT PAY
Leave Without Pay will be granted at the discretion of management. Other leave
entitlements do not accrue during periods of Leave Without Pay.
21. PERSONAL LEAVE
a) The provisions of this clause will be read in conjunction with the relevant provision
of the Award. This clause only applies to full-time and regular part-time
employees, and does not apply to casual employees.
When Can I Use Personal Leave?
b) Paid Personal Leave will be available to an employee when they are absent due
o personal illness or injury (Sick Leave); or
o for the purposes of caring for an immediate family or household member who
is sick and requires the employee's care and support (Carer's Leave); or
o bereavement on the death of an immediate family or household member
How Does Personal Leave Accrue?
c) The amount of Personal Leave to which a full time employee (pro rata for part
time employees) is entitled will be dependent on their length of service and is as
o Seven (7) days/53.2 hours in the first year of service;
o Ten (10) days/76 hours per annum in the second and subsequent years of
d) In any year unused personal leave accrues by the lesser of:
o Eight (8) days /60.8 hours less the number of hours sick leave taken during
the year; or
o the balance of that year's unused personal leave.
e) An employee can use up to:
o 38 hours of the current year's Personal Leave entitlement as Sick Leave in the
first year of service and 60.8 hours in the second and subsequent years of
o a maximum of two (2) days Personal Leave as Bereavement Leave on each
o 38 hours Personal Leave each year as Carer's Leave.
What Do I Need to do to Access Personal Leave?
f) Sick Leave
Employees must advise the Employer of any Sick Leave prior to the
commencement of the first day of absence at least within one (1) hour of the
employee‟s scheduled starting time.
g) Bereavement Leave
The employee must produce evidence to the reasonable satisfaction of the
employer of the death of an immediate family or household member.
h) Carer's Leave
The employee must, if required, produce a medical certificate or statutory
declaration, to establish the illness of the immediate family or household
i) A Doctor‟s Certificate or other appropriate evidence must be produced if two (2) or
more consecutive days of personal leave are taken
j) A Doctor‟s Certificate or other appropriate evidence must also be produced if
personal leave is taken immediately before or after a public holiday or a weekend.
Failure to produce a substantiation of the leave under these circumstances will
result in loss of pay.
22. PUBLIC HOLIDAYS
a) Days which are proclaimed public holidays by the government are as follows:-
New Year‟s Day
b) A permanent Employee required to work on Good Friday or Christmas Day will be
paid at the rate of double time for the actual time worked, as well as the days pay.
c) A permanent Employee required to work on any other public holiday will be paid
at the rate of time and a half for the actual time worked, as well as the days pay.
d) A casual Employee required to work on any of the public holidays stated will be
paid at the rate of double time for actual time worked, with a minimum payment of
four (4) hours‟ work.
e) An Employee who is absent from duty on the working day immediately before or
after any public holiday will not be entitled to payment for such public holiday.
However, where an Employee is absent on one only of the working days before or
after a public holiday the Employee shall lose the holiday pay only for the public
holiday closest to the day of the Employee‟s absence (in circumstances where
there is a series of public holidays). An Employee will be entitled to payment in
the above circumstances where a doctor‟s certificate is provided for such
23. LONG SERVICE LEAVE
Long Service Leave provisions shall be as per the terms of the relevant legislation
that applies to the State of Western Australia.
24. SETTLEMENT OF DISPUTE
(1) The parties to this Agreement will operate under a dispute settlement
procedure and it is the intention of the parties that the procedure will be strictly
(2) The Settlement of Disputes Procedure shall be as set out below:-
(a) All matters shall be attempted to be resolved within the workplace;
(b) The following steps shall be followed until the matter is resolved;
(i) Any matter shall first be discussed between the employee and
(ii) If the matter is not resolved as a result of the above, the
employee and their representative (where relevant), will consult
with the Manager on the matter;
(c) If a matter is not resolved within the steps identified in sub-clause (b)
discussions involving the employee and their representative (where
relevant) shall occur with the Divisional Manager and relevant
(3) If the matter still cannot be resolved, the parties agree to refer the matter for
independent mediation. Any mediator must be agreed by the parties and any
costs of mediation shall be shared equally between the parties. Any
recommendations made by the mediator shall be binding on the parties.
(4) If the parties cannot agree on an independent mediator, the matter shall be
referred to the Western Australian Industrial Relations Commission. A
decision of the Commission shall be accepted by the parties as final, subject
to any legal appeal procedures.
(5) If the Western Australian Industrial Relations Commission cannot, or refuses
to hear the matter on jurisdictional grounds, the parties agree to refer the
matter to the Australian Industrial Relations Commission. A decision of the
Commission shall be accepted by the parties as final, subject to any legal
(5) Pending the resolution of any matter in accordance with the above procedure
work shall continue without disruption. The circumstances which applied
immediately prior to the dispute arising shall apply until final resolution of this
matter. At all times the status quo prior to the dispute arising shall remain.
(6) No party shall be prejudiced as to final settlement by the continuance of work
in accordance with this sub-clause.
25. FEDERAL INDUSTRIAL RELATION STRUCTURE
The Parties to this Agreement recognize that the industrial relations structures, which
involve an open and consultative approach to collective bargaining underpinned by
the Award, will positively benefit the Employer and Employees generally.
The Parties to this Agreement are committed to ensuring that all processes and
strategies undertaken and implemented in accordance with this Agreement will be
within the parameters of the Disability Discrimination Act 1992 (Cth), the Racial
Discrimination Act 1975 (Cth), the Age Discrimination Act 2004 and the Sex
Discrimination Act 1984 (Cth) and section 93 of the Workplace Relations Act 1996.
27. SEXUAL HARASSMENT and WORKPLACE HARASSMENT
a) The Employer prohibits sexual harassment and workplace harassment/bullying in
the workplace. All Parties to this Agreement agree to complying with all relevant
legislation and promoting a workplace environment free from unlawful
discrimination, harassment and bullying.
b) Sexual harassment is defined as unwelcome, activity of a sexual nature. Such
activity includes, but is not limited to sexual propositions, touching, sexual
innuendo, sexually explicit conversations, rude jokes, nude pin-ups and posters.
c) Workplace Harassment/Bullying can be defined as repeated behaviour that
offends, humiliates or intimidates. Examples of bullying include, but are not
limited to, intimidation, verbal and physical abuse, withholding information,
belittling remarks, or persistent criticism.
d) Any employee whose conduct is found to be in breach of this clause will be
disciplined or their employment may be terminated.
a) The enhancement and acquisition of work-related skills through appropriate
training, both in-house and external, is an important component of any Employees
career development and overall work performance. The Employees acknowledge
the importance of training to the future of the Employer and accept its role
whether training be professional or personal development-orientated.
b) This clause establishes the basis and conditions upon which Employees may
undertake training required to provide for the enhancement and development of
work-related skills necessary to facilitate career development and improve overall
c) The Parties to this Agreement agree that training provides a long-term benefit to
both the individual Employee and the Employer. Through training, the individual
Employee has the ability to enhance skills development providing him/her with
career development opportunities not only within the company but also outside in
accept that individual Employees have the right to determine whether they
participate in training.
d) All new Employees be given three (3) days induction training on commencement
of employment, which may consist in all or part accompanying an experienced
driver or operator of company equipment in an on the job familiarization. . This will
take place before any new Employee is allocated a truck or company equipment
e) All employees are to receive a job description which will detail the overall task and
objectives of the position.
a) All Employees covered by this Agreement shall have their superannuation
entitlements paid to their nominated complying superannuation fund or if not
nominated will default to the company‟s nominated Superannuation Fund, the
MLC Employer Retirement Plan Super (T.E.R.P.S) Fund, on a quarterly basis as
per current legislation.
b) The Employer will notify all current and new Employees of their entitlement to
nominate a complying Superannuation Fund.
c) The Employee and Employer will be bound by the Employee‟s nomination of
Superannuation Fund unless the Employee and Employer agree to change the
complying Superannuation Fund to which contributions are made.
d) The Employer will not unreasonably refuse to agree to a change of complying
Superannuation Fund requested by an Employee.
e) An Employee who elects to make additional voluntary superannuation
contributions shall have such contributions forwarded to the superannuation fund
by the Employer on a quarterly basis.
30. COUNSELLING PROCEDURE
The Employer‟s counselling policy is designed to assist both management and
Employees in dealing with situations which arise from time to time that result in an
Employee being counselled, disciplined and whose employment may possibly be
The overall objective of these procedures is to ensure that Employees are treated justly
and that the Employer and their customers are protected.
This is done by distinguishing between those terminations that result after previous
warnings (ie dismissal, with notice) and those which occur without the need for warnings
(ie summary dismissal).
Employee‟s should refer to the Employer‟s Policy which details the process on this
matter and will always be a matter of judgement as no set circumstances are the same.
31. DIRECT DELIVERY TRIPS (DDV)
A: OVERNIGHT TRIPS
When an employee is allocated an intra or interstate trip and when the employee/s
will be away from home for one night or more then the following allowances and
payments will apply:
a) An Away from Home Allowance of per $50.00 night per Employee, to cover all
meals (including dinner and breakfast) will be paid. Accommodation will be
arranged and paid for by the company. Receipts must be provided by the
Employee to the Employer to meet Australian Government Tax Audit Rulings.
b) The above allowance (31.a) will increase by the following amounts:
3% on and from the pay date of the 1st anniversary of certification
3% on and from the pay date of the 2nd anniversary of certification
c) All such allowances will be paid by the Employer to the Employee‟s nominated
bank account prior to the employee starting the trip. The Employer will not
facilitate a cash payment on any of the above allowances.
d.i) Trips of more than a 250 kilometer radius (ex GPO) will be paid at a rate of
0.29c per kilometer, per employee, while driving. The standard calculation
method for kilometers will be that prescribed by www.travelmate.com.au. This
rate will increase to reflect any increases to the relevant Award entitlement.
d.ii) Trips of more than 250 kilometers radius (ex GPO) that are required to
commence on a weekend or Public Holiday, and only when required by the
company, will be paid a loading of 30% of the current kilometer rate to each
employee, per kilometer, while driving. Weekend is deemed to finish at
midnight Sunday night or midnight in the case of a Public Holiday.
e) Kilometre rate increases will be in line with the annual anniversary of
certification being 3% at year 1 and year 2.
f) Loading and unloading on trips which travel beyond a 250 kilometre radius
from GPO will only be paid between the hours of 8.00 am and 5.30 pm unless
a pre-booked arrangement to cover outside these hours is made between the
employer and the client.
g) Normal rates of pay shall apply for time spent loading and unloading at the
B: DAY TRIPS
Trips with less than 250 kilometre radius (ex GPO), employees will be paid at the
normal hourly rates as per schedule A or B.
32. UNIFORMS / PRESENTATION
The Employer shall supply the relevant uniform for the each season
(Winter/Summer). The Employee is to ensure the maintenance of the uniform in
respect to washing, ironing and repair that is to ensure the presentation during work
is respectable to attend customer sights and results in the image of the company in
which we wish to be portrayed. Permanent employees will be issued with five (5)
shirts the first year and three (3) shirts each consecutive year.
The company will pay up to $80.00 per annum for the cost of safety boots. Receipts
to be lodged with the company to gain payment.
33. VEHICLE MAINTENANCE
Employees are responsible for the proper maintenance reporting of Company
equipment. Equipment must be checked on a daily and/or weekly basis (as
appropriate) and maintenance issues reported. Failure to undertake regular checks
and maintenance reporting could jeopardise Employee safety and may lead to
Employee Counselling. The Employer has a responsibility to ensure that all
equipment defects are repaired in a timely manner.
Trucks, including cabins must be kept clean and presentable at all times. The
Employer will supply cleaning products, however, in circumstances where
cleaning products are not available, Employees are required to obtain approval
prior to the purchase of any cleaning products to be used for the cleaning of company
vehicles. Reimbursement of the costs of approved cleaning products will be provided
upon production of a receipt.
Improper, inadequate or lack of paperwork could result in a loss of income to the
Employer (a customer may legally refuse to pay if Neway cannot prove the goods that
we delivered). The Employer must be able to prove the deliveries made were on time
and on the due date. Employees are responsible for ensuring correct weights and
cubic measurements are recorded on all consignment notes on pick-ups. The above
will ensure correct charging and income is received from the Employer‟s customers.
Failure to comply with this process may lead to Employee Counselling.
35. DELIVERY COMMUNICATION.
The Employer‟s customers need to be updated regarding the goods in transit to the
delivery address. Delivery Employees are therefore responsible to communicate all
„exceptional circumstances‟. This communication should occur via radio link or
mobile phone to advise control operations or the immediate supervisor or as
„Exceptional circumstances‟ are classified as follows: early/late delivery; damage
goods or packaging; short/missing shipment; late/no pick-up; refused delivery/contact
person not available; non installation and customer attitude on delivery.
36. CLASSIFICATION STRUCTURE
Employees shall be classified at the following Grades:
An employee under this classification performs duties to the level of training required
for this classification including appropriate certification where relevant. Relevant skills
and duties include:
Casual Depot Loader :
Who is engaged in loading or unloading any goods, wares, merchandise or
materials on to or from any vehicle and in work incidental to such loading or
Who accompanies the driver to assistant in loading or unloading or delivering.
An employee under this classification performs duties to the level of training required
for this classification including appropriate certification and licenses where relevant.
Relevant skills and duties include:
Who is engaged as a driver of a two-axle rigid vehicle on any other rigid vehicle
exceeding 4.5 tonnes, but not exceeding 13.9 tonnes gross vehicle mass (GVM)
unless by special permit or registration such vehicle may be up to 15 tonnes
gross vehicle mass (GVM).
Casual or Permanent Fork-lift Driver:
Who is engaged as a permanent or casual driver of a fork-lift and/or loader up to
and including 5 tonnes lifting capacity
37. UNION NOTICE-BOARD
The Company shall erect a notice-board at the depot, yard or garage for the purpose of
posting any notice thereon in connection with the employment relationship or any work
related matter, such board to be in a prominent position. All notices shall be signed by
an officer of the union.
38. UNION DELEGATES
An Employee appointed as TWUA delegate in a depot shall, upon notification thereof
to the company by the branch or sub-branch secretary of the TWUA be recognised as
the accredited representative of the TWUA. The delegate shall be allowed the
necessary time during working hours to interview the Employer or its members on
matters affecting Employees in the depot. The time to be spent must be agreed by
39. TRAINING LEAVE
The Employer understands the need for the TWUA Delegate to undertake training as
a requirement of his/her responsibilities. This training will be through the TWUA listed
training courses, notified at various times of the year. Training days will not exceed
seven (8) working days for the term of this agreement. However, the Employer will
show flexibility regarding the number of training days provided prior approval is
obtained from the Employer for each attendance. Approval will be subject to
operational requirements, but will be unreasonably withheld. The cost of such
training, other than the Employee‟s wages for attendance, shall be the responsibility
of the TWUA and/or the TWUA delegate.
40. EMPLOYEE’S COVERED BY THIS AGREEMENT
Approximately 15 employees will be covered by the terms of the Agreement upon
registration with the WAIRC.
Hourly Wage Rates
3% increase on 3% increase on
Hourly rate as per
first pay date on first pay date on
Current Wage first pay period on st
Grade or after 1 year or after 2nd year
Rates or after
anniversary of anniversary of
Normal Hours $13.64 $15.00 $15.45 $15.91
Time ½ $20.46 $22.50 $23.18 $23.87
Double Time $27.27 $30.00 $30.90 $31.83
Normal Hours $15.77 $16.00 $16.48 $16.97
Time ½ $23.65 $24.00 $24.72 $25.46
Double Time $31.54 $32.00 $32.96 $33.95
Leading hand allowance $20 per week
Hourly Wage Rates
3% increase on 3% increase on
Hourly rate as per
Current Wage first pay date on first pay date on
first pay period on st
Grade Rates (including or after 1 year or after 2nd year
24% loading) anniversary of anniversary of
Normal Hours $16.91 $17.42 $17.94 $18.48
Time ½ $22.50 $23.18 $23.88 $24.59
Double Time $30.00 $30.90 $31.83 $32.78
Normal Hours $17.65 $18.18 $18.73 $19.29
Time ½ $23.49 $24.19 $24.92 $25.67
Double Time $31.32 $32.26 $32.23 $34.23
SIGNATORIES TO AGREEMENT
Signed for and on behalf of NT WestAus PTY LTD t/a Neway Transport
NAME (BLOCK LETTERS)
In the presence of –
NAME (BLOCK LETTERS)
Signed for and on behalf of the Transport Workers’ Union of Australia, Industrial
Union of Workers, Western Australian Branch:
NAME (BLOCK LETTERS)
in the presence of –
NAME (BLOCK LETTERS)