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Neway Transport Western Australian Certified Agreement 2006


              AGREEMENT 2006

                AG 49 of 2006
1.    TITLE

     This Agreement shall be known as the „Neway Transport Western Australian Certified
     Agreement 2006‟ („the Agreement‟).


     Agreement Title                                                1
     Arrangement                                                    2
     Definitions                                                    3
     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
     Purpose                                                        10
     Measures to Increase Efficiency                                11
     Wage Rates                                                     12
     Allowances                                                     13
     Hours of Work                                                  14
     Recall                                                         15
     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
     Anti-Discrimination                                            26
     Sexual Harassment and Workplace Bullying                       27
     Training                                                       28
     Superannuation                                                 29
     Counseling Procedure                                           30
     Direct Delivery Trips                                          31
     Uniform/Presentation                                           32
     Vehicle Maintenance                                            33
     Administration/Paperwork                                       34
     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.


     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.


     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.


     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.


     The Parties undertake not to pursue any extra claims, award or over award claims for
     the duration of 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.


      (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.

10.    PURPOSE

      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.


      (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.


      (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
                  professional manner.
                 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.


      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.

15.    RECALL

      (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.


      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.


      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.


      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.


  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.


          Leave Without Pay will be granted at the discretion of management. Other leave
          entitlements do not accrue during periods of Leave Without Pay.


          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
                 (Bereavement Leave).
          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
           member concerned.

  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.


  a) Days which are proclaimed public holidays by the government are as follows:-

              New Year‟s Day
              Australia Day
              Good Friday
              Easter Monday
              Easter Saturday
              Anzac Day
              Queens Birthday
              Christmas Day
              Boxing Day
              Labour 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


  Long Service Leave provisions shall be as per the terms of the relevant legislation
  that applies to the State of Western Australia.


  (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
         adhered to.
  (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
                        his supervisor;
                (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
                Company officials.
  (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
         appeal procedures.
  (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.


    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.


    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
       work performance.

    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.


   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.


     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 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
             client‟s site.

     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.


     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.


  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.


  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
  otherwise directed.

  „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.


  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


  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.


  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


  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.


  Approximately 15 employees will be covered by the terms of the Agreement upon
  registration with the WAIRC.

                                    Schedule A
                                Permanent Employees

                                             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
                                                          certification       certification
                                       Grade 1
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
                                       Grade 3
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

                                       Schedule B
                                    Casual Employees

                                              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
                                         or after
                24% loading)                              anniversary of      anniversary of
                                                           certification       certification
                                        Grade 1
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
                                        Grade 3
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




In the presence of –




Signed for and on behalf of the Transport Workers’ Union of Australia, Industrial
Union of Workers, Western Australian Branch:




in the presence of –





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