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Document Sample
SHANE ROOF TILING / CFMEUW INDUSTRIAL AGREEMENT 2002-2005
AG 255 of 2004
SCHEDULE
TABLE OF CONTENTS
1. DEFINITIONS
2. PA RTIES A ND PERSONS BOUND
3. APPLICATION
4. RELATIONSHIP TO PA RENT AWARD
5. PERIOD OF OPERATION
6. CLASSIFICATION STRUCTURE AND RATES OF PA Y
7. EMPLOYM ENT CATEGORIES A ND CA SUA LS
8. HOURS OF WORK
9. SPECIA L, PRODUCTIVITY AND STRUCTURAL FRAM E A LLOWANCES
10. CHRISTMAS CLOSEDOWN
11. SUPERA NNUATION
12. REDUNDANCY
13. NEGOTIATION OF A SUBSEQUENT A GREEM ENT
14. APPLICATION OF PROJECT A GREEM ENTS
15. DISPUTE SETTLEM ENT PROCEDURE
16. SAFETY DISPUTE RESOLUTION
17. WORKPLA CE SAFETY
18. DRUG & A LCOHOL, SAFETY & REHA BILITATION PROGRAM
19. ELECTRONIC FUNDS TRA NSFER
20. BARGAINING AGENTS FEENote: This Clause has been excised by Order AG 255/2004
dated 13/12/04”)
21. POSTING OF A GREEM ENT
22. NO EXTRA CLA IMS
23. SEVERA BILITY
24. PA YROLL DEDUCTIONS
SCHEDULE 1
SCHEDULE 2
SCHEDULE 3
SCHEDULE 4
1
1. DEFINITIONS
The following terms will have the following meanings when used in this Agreement:
"Act" means the Industrial Relations Act 1979 (WA) as amended from time to time;
"All-In Payments " means an hourly rate or piece work rate that is intended to cover wages
and all allowances and entitlements, including but not limited to, site allowances,
productivity allowances, structural frame allowances, tool allowances, multi- storey
allowances, fares and travel allowances and any special rates, annual leave, sick leave,
redundancy and superannuation;
"All-Purpose" means, in relation to allowances, that the allowance is payable for all
purposes of the Award and is part of the gross weekly ordinary all purpose rates of pay and
must be included as appropriate when calculating all payments including, but not limited to,
payments for overtime, annual leave, sick and personal leave, annual leave loading, public
holidays and payments on termination;
"Agreement" means this agreement between the Employer, the Union and the employees to
be known as the Shane Roof Tiling/CFMEUW Industrial Agreement 2002-2005;
"Award" means the Building Trades (Construction) Award 1987, Award No. R14 of 1978
as amended from time to time;
"CBUS" means the Construction and Building Unions Superannuation scheme;
"Commission" means the Western Australian Industrial Relations Commission;
"CPI" means the change in the Consumer Price Index for Perth for the 12 month period
ended 30 September of the year in question, compared to the Consumer Price Index for Perth
for the 12 month period ended 30 September in the previous year;
"Employer m ns su j t to l us 2, The Popelier Family Trust trading as Shane Roof
Tiling Pty Ltd ABN 19 611 848 994;
"Industry Insurance " means insurance cover including, but not limited to, journey to and
from work, funeral expenses cover, ambulance cover and leisure travel insurance;
"Leave" means any authorised leave including, but not limited to, sick leave, annual leave,
training leave, family leave, long service leave, leave whilst on accident and sickness leave
and leave whilst on workers compensation;
2
"Ordinary Time Earnings" means the actual ordinary rate of pay the employee receives for
ordinary hours of work including, but not limited to, tool allowance, industry allowance,
trade allowances, shift loading, special rates, qualification allowances (eg. first aid, laser
safety officer), multi-story allowance, site allowance, asbestos eradication allowance,
leading hand allowances, in charge of plant allowance, supervisory allowances and all other
allowances applicable. The term includes the base rate of pay as set out in Schedule 2 plus
All Purpose allowances and any regular over Award payments as well as casual rates and
any additional rates and allowances paid for work undertaken during ordinary hours of work,
including fares and travel;
"Ordinary Wage " means:
(a) the employee's hourly Ordinary Time Earnings multiplied by the employees ordinary
hours of work (excluding overtime); plus
(b) a provision for overtime calculated by multiplying the employee's average rate of
overtime earnings (ie. those in excess of the employee's hourly Ordinary Time
Earnings) by the employee's average overtime hours taken over the 14 weeks actually
worked immediately prior to the employee's temporary total or temporary partial
disablement, as the case may be;
"Parties" means the Employer, the employees and the Union;
"Project Contractual Value " means the value of all tendered work that falls under the
scope of the principal contractor's contract;
"Pyramid Sub-Contracting" means the practice of a sub-contractor, to whom a sub-
contract is originally awarded, sub-contracting that sub-contract or part of that sub-contract
to another
sub-contractor or entity;
"Reasonable Board and Lodging" means lodging in a well kept establishment with 3
adequate meals each day, adequate furnishings, good bedding, good floor coverings, good
lighting and heating and with hot and cold running water in a single room; and
"Union" means The Construction, Forestry, Mining and Energy Union of Workers.
2. PARTIES AND PERSONS BOUND
This Agreement will be binding on the Employer and any successor, assignee or transmittee
(whether immediate or not) to or of the business or any part of the business of the Employer,
including an entity that as acquired or taken over the business or part of the business of the
Employer; the Union and all employees of the Employer who are or are eligible to be
members of the Union.
3. APPLICATION
3.1 This Agreement will apply to all employees of the Employer, including junior
workers and unregistered apprentices, engaged in work on, in connection with, or in
any way incidental to; building, civil works, construction, alteration, maintenance,
repair or demolition of or on; buildings or other structures of any kind whatsoever.
3
3.2 This Agreement will apply in Western Australia and, unless otherwise provided by
agreement between the Parties, the Christmas & Cocos (Keeling) Islands Groups
only. There are approximately 4 employees covered by this Agreement.
3.3 The terms and conditions of this Agreement are a co ndition of employment and must
be explained to all new employees by the Employer prior to the commencement of
their employment.
4. RELATIONSHIP TO PARENT AWARD
4.1 This Agreement is supplementary to and must be read and interpreted wholly in
conjunction with the Award.
4.2 Unless otherwise provided, if there is any inconsistency between the Award and an
express provision of this Agreement, the terms of whichever provision is more
beneficial to the employees will prevail to the extent of any inconsistency.
5. PERIOD OF OPERATION
This Agreement will come into force from the first pay period commencing on or after the
date this Agreement is signed and will remain in force until 30 th June 2007.
6. CLASSIFICATION STRUCTURE AND RATES OF PAY
6.1 All employees must be paid according to the wage rates set out in Schedule 2 to this
Agreement and must be paid the allowances set out in Clause 8 and Schedule 3 to
this Agreement.
6.2 All expense related allowances not specifically mentioned in this Agreement must be
paid in accordance with the Award as varied from time to time.
6.3 If the Employer employs a person whose skills and qualifications do not come
within the classifications specified in Schedule 2, the Employer must notify the
Union. The Employer and the Union must assess the skills and qualifications of the
person and reach agreement in respect to the appropriate classification. In the
absence of agreement between the Employer and the Union the matter will be dealt
with in or n with th isput s ttl m nt pro ur s t out in l us 15.
7. EMPLOYMENT CATEGORIES AND CASUALS
Full time Employment
7.1 Any employee not specifically engaged as a casual employee is for all purposes of
this agreement a full –time employee.
Casual Employment
4
7.2 A casual employee is one to be engaged and paid in accordance with the provisions
of this clause. A casual employee shall be entitled to all of the applicable rates and
conditions of employment prescribed by this Agreement except annual leave,
personal leave, parental leave, jury service and public holidays.
7.3 An employer when engaging a person for casual employment must inform the
employee then and there that the employee is to be employed as a casual, stating by
whom the employee is employed, the job to be performed and the classification level,
the actual or likely number of hours required, and the relevant rate of pay.
7.4 An “irr gul r su l mploy ” is on who h s n ng g to p rform work on n
occasional or non systematic or irregular basis.
7.5 A casual employee shall be paid 25% loading on their hourly rate, this shall be
made up of 20% paid as wages and 5% to be held by the emp loyer payable either on
termination or at Christmas, whichever comes first. The rates seen in Schedule 4 are
applicable to all casual employees.
7.6 On each occasion a casual employee is required to attend work the employee is
entitled to payment for a minimum of 4 hours work.
7.7 A su l mploy oth r th n n irr gul r su l mploy s fin in 7.4 who has
been engaged by the employer on a regular and systematic basis for a period of 6
weeks shall there after have the right to elect to have his or her contract of
employment converted to full- time employment.
7.8 The employer shall give the employee notice in writing of their right to convert to
full-time employment within four weeks of the employee having attained such period
of 6 weeks. The employee retains his or her right of election under this clause if the
employer fails to comply with this paragraph.
7.9 Any casual employee who does not within 4 weeks of receiving written notice elect
to convert his or her contract of employment to full- time employment shall continue
to be employed as a casual.
7.10 Any casual employee who h s right to l t un r l us upon r iving noti
un r l us 7.7 or after the expiry of time for giving such notice, may give four
weeks in writing to the employer that he or she seeks to elect to convert his or her
contract of employment to full time employment and within four weeks of receiving
such notice the employer shall consent to or refuse the election but shall not
unreasonably so refuse.
5
7.11 Once a casual employee has elected to become a full time employee, the employee
may only revert to casual employment by written agreement with the employer.
7.12 An employee must not be engaged and re-engaged to avoid any obligation under this
agreement.
7.13 The right to convert to full time employment does not apply employees engaged as
irregular casuals.
7.14 Any isput out th ppli tion of this l us sh ll lt with in or n
with l us 15 (Dispute Settlement Procedure).
8. HOURS OF WORK
8.1 Ordinary working hours shall be 38 hours per week.
8.2 The 38 hour week will be implemented according to the Award unless one of the
following methods is agreed between the parties.
(a) Monday to Thursday 8 hour days are worked, on Friday 6 hours are worked.
(b) Monday to Thursday 8 hour days are worked, on Friday after 6 hours are
worked the first two hours will be paid at time and one half and double time
thereafter.
(c) Monday to Friday 8 hour days are worked with one RDO per calendar month
will be taken paid as if worked.
8.3 When on annual leave an employee is paid 40 hours as if worked.
9. SPECIAL, PRODUCTIVITY AND STRUCTURAL FRAME ALLOWANCES
9.1 A Special Allowance of $2 per hour worked will be paid to employees on all sites
where the project contractual value is $1million and up to $11 million.
9.2 A Special Allowance of $3 per hour worked will be paid to employees on all sites
where the project contractual value is in excess of $11 million
9.3 In addition to the sp i l llow n r f rr to in l us n 9.2, a productivity
allowance of $1.15 per hour worked must be paid to all employees engaged on
projects with a Project Contractual Value in excess of $11 million (or such other
value as agreed by the Employer and the Union).
6
9.4 n ition to th sp i l llow n r f rr to in l us n n th
pro u tivity llow n r f rr to in l us 9.3, an structural frame allowance of
$1.15 per hour must be paid to all employees engaged upon p rojects (new
construction only) which:
(a) exceed two stories in height; or
(b) on buildings or structures where the structure exceeds 10 metres in height
(excluding structures such as spires and flagpoles).
7
10. CHRISTMAS CLOSEDOWN
10.1 No later than the 1 October each year the Union and the Roof Tilers Association
shall confer and program the dates for the annual 14 Day Christmas closedown.
11. SUPERANNUATION
11.1 The Employer must make superannuation contributio ns on behalf of each employee
as per the superannuation guarantee rate, (whether prescribed under the
Superannuation Guarantee (Administration) Act 1992 (Cth) as amended from time to
time, or otherwise) applied to Ordinary Time Earnings,
11.2 The Employer must advise all employees of their right to have payments made to a
complying superannuation fund of their choice. The Employer will be bound by the
mploy s l tion n th p ym nt r f rr to in su - l us 11 must be made to that
fund.
11.3 If any employee chooses a fund other than CBUS the Employer must, within 7 days
of the employee advising the Employer of the fund of their choice, advise the Union
in writing of the employee's decision.
11.4 Until each employee has nominated a fund of their choice, the Employer must make
th p ym nt r f rr to in su - l us 11 to CBUS.
11.5 If the employee and the Employer reach an agreement to change the complying
superannuation fund or scheme the Employer must, within 7 days of the employee
and the Employer reaching such an agreement, advise the Union in writing of the
agreement. The Employer must not refuse to agree to a change of complying
superannuation fund or scheme requested by the employee.
11.6 Salary sacrifice for the purpose of superannuation contributions in addition to those
ontri utions r f rr to in su l us 11 must be offered by the Employer to all
employees. Employees who choose to salary sacrifice may request the Employer
make the deduction from the employee's gross income.
11.7 Where an employee elects to salary sacrifice for the purpose of superannuation
contributions, the salary sacrificed must be paid by the Employer to the CBUS or
such other complying superannuation fund chosen by the employee within 14 days of
the election and every 28 days thereafter. Details of any salary sacrifice
arrangements must be reflected on the employee's pay slip and time and wage records
(as required pursuant to the Award and/or the Act).
8
11.8 Any salary sacrifice arrangements entered into between the Employer and an
employee must:
(a) only commence on the written authority of the employee; and
(b) immediately cease at the written request of the employee.
11.9 For the avoidance of doubt, Ordinary Time Earnings and Ordinary Wage include any
salary sacrificed in accordance with this clause.
11.10 The Employer must document, as part of the Employer's time and wages records, any
salary sacrifice arrangements entered into between the Employer and an employee.
11.11 For the purposes of the Superannuation Guarantee (Administration) Act 1992 (Cth),
Ordinary Time Earnings will operate to provide a notional earnings base.
12. REDUNDANCY
12.1 As of 1 December 2004 redundancy is to be paid at the rate of 1.75 hours pay per
week per employee to the WA Construction Industry Redundancy Fund as set out in
Schedule 4.
12.2 In addition to the amount set out in clause 11.1, $5.00 per week per employee is
payable to the WA Construction Industry Redundancy Fund as agent for the JLT
(WA Construction Industry) Discretionary Trust that will provide discretionary
cover, under the trust deed/ rules of that trust for Industry Insurance for each
employee and for other construction workers as nominated.
12.3 This clause operates to exclude Award redundancy provisions from the date of
signing of this agreement, notwithstanding this, all redundancy entitlements accrued
prior to that date will remain.
13. NEGOTIATION OF A SUBSEQUENT AGREEMENT
The Parties agree to commence negotiations for a new agreement to replace this Agreement
at least 3 months before the nominal expiry date. The Parties intend to conclude these
negotiations prior to the nominal expiry date. These negotiations must be conducted on a
collective basis between all of the Parties.
14. APPLICATION OF PROJECT AGREEMENTS
14.1 u j t to l us 14.2, this Agreement will apply to all persons employed in every
part of the Employer's business throughout Western Australia and, unless otherwise
provided by agreement between the Parties, the Christmas & Cocos (Keeling) Islands
Groups.
9
14.2 Where the Employer commences work on a project where a formal or informal site
agreement exists that contains provisions for higher rates of pay and conditions than
those in this Agreement, such provisions will prevail over any less beneficial
provisions in this Agreement for the duration of the project.
15. DISPUTE SETTLEMENT PROCEDURE
15.1 Disputes over the meaning and effect of this Agreement or any work related or
industrial matter on a particular site only, will be dealt with as close to its source as
possible.
15.2 An employee or any Union delegate may initially submit any work related and/or
in ustri l qu stion r f rr to in l us 15.1 to the site foreperson, supervisor or
other appropriate site representative of the Employer and inform the Union.
15.3 If the matter remains unresolved, an employee or any Union delegate may then
submit the matter to the appropriate senior management person of the Employer.
15.4 If the matter still remains unresolved, an employee or any Union dele gate may refer
the matter to an official of the Union who may then discuss the matter with the
nominated representative of the Employer.
15.5 hilst th pro ur s r f rr to in l us s n 15.4 are being followed,
work will continue as normal.
15.6 h pro ur s r f rr to in l us s n 15.4 will be followed in good
faith and without unreasonable delay by any party.
15.7 If after the procedures r f rr to in l us s n 15.4 have been followed
the matter remains unresolved, it may be dealt with in one of the following manners
as agreed by the Employer and the Union:
(a) referred to the Commission for conciliation and, if required, arbitration,
provided that the parties involved in the matter will confer among themselves
and make reasonable attempts to resolve the matter before taking those matters to
the Commission. The Commission's decision will be accepted by all parties
subject to legal rights of appeal; or
(b) referred to an arbitrator agreed to between the parties, for recommendations or
determination.
15.8 h pro ur s s t out in this l us o not pply to isput s r l ting to h lth
n s f ty issu s whi h r lt with in l us 16.
15.9 Nothing in this Agreement prevents either the Employer or the Union making an
application to the Commission to settle or determine by arbitration any question or
dispute arising over the application of this Agreement.
15.10 othing in this l us 15 prevents the Parties from taking action reciprocating
breaches of this Agreement; over matters not provided for in this Agreement; or over
matters of state or national significance upon the giving of notice to the other Parties.
10
16. SAFETY DISPUTE RESOLUTION
16.1 If there is any disagreement with respect to the necessity to carry out any safety
measure or modify, reinforce or reinstate any safety device whatsoever, the
pro ur s s t out in this l us 16 will be adopted.
16.2 No person will dismiss a safety complaint. Any complaint should be referred to the
Employer safety officer or employees' safety representative to be dealt with in
accordance with the following procedures:
(a) Where any employee becomes aware of an unsafe situation, that employee must
immediately notify the Employer safety officer or the employees' safety
representative and the Union.
(b) The Employer safety officer and the employees' safety representative must take
immediate action to have the unsafe situation rectified.
(c) If the Employer safety officer considers that no safety precautions are necessary,
he/she must notify the employees' safety representative or the Union accordingly
as soon as possible.
(d) If there is disagreement on the ruling of the Employer safety officer, the
Employer safety officer must arrange for the immediate transfer of all employees
from the disputed area.
(e) If the Employer safety officer is of the op inion that no action is necessary and
the worker's safety representative disagrees, an appropriate inspector from
WorkSafe must be requested by the Employer to undertake an inspection of the
disputed area for the purpose of resolving any such matter.
(f) If no agreement can be reached between the parties, the matter will be dealt
with in or n with th pro ur s t out in l us 15.7 of this Agreement.
16.3 hilst th pro ur s t out in this l us 16 is being followed work will continue as
normal except in respect to the area alleged to be unsafe.
16.4 It is accepted that safety considerations override normal work practices, and
depending on the degree of potential risk to persons on the job, or the general public,
can override normal demarcation practices.
16.5 othing in this l us 16 prevents an employee from taking action where there is a
genuine fear of harm or injury to the employee or any other person.
17. WORKPLACE SAFETY
17.1 On all sites, a site safety plan must be developed and job specific "job safety
analysis" must be undertaken to identify and manage the risks associated with work
on each particular site. Such safety plan must include suitable procedures for
personnel/material access and site evacuation procedures. The CFMEU Safety
Handbook as amended from time to time is endorsed by this Agreement as a proper
guide and reference source for safety management and control of risks.
11
17.2 The WorkSafe Australia Guidance Notes and Material Safety Data Sheets must be
observed at all times by the Parties.
17.3 Audiometric tests must be conducted within 2 months of a person commencing
employment with the Employer and thereafter at intervals of 2 years.
17.4 Employers must provide the following protective equipment (SAA approved) for
use, when necessary, by employees during the performance of their required duties:
(a) safety helmets;
(b) ear/hearing protection;
(c) gloves; and
(d) one pair of UV-rated safety glasses or UV rated clip-ons' suitable to overlay
prescription spectacles (as approved by the Union). These must be provided to
employees who are required to work on reflective surfaces including, but not
limited to, metal decking, large concrete slabs exposed to sunlight, roofing and
curtain walling.
All items suppli to mploy s in or n with l us 17.4 must be of Australian
manufacture. If appropriate Australian made items are not available, the Employer
must consult with the Union on the choice of an appropriate supplier.
18. DRUG & ALCOHOL, SAFETY & REHABILITATION PROGRAM
The Parties are committed to the Drug and Alcohol, Safety and Rehabilitation program as
outlined in Schedule 1 - Drug and Alcohol, Safety and Rehabilitation Program.
19. ELECTRONIC FUNDS TRANSFER
19.1 The Employer may pay employees by way of cash or by way of electronic funds
transfer, such choice to be at the sole discretion of the Employer.
19.2 If the Employer chooses to pay employees by way of electronic funds transfer,
employees must be permitted to choose the Bank/Building Society/Credit Union into
which their pay is to be deposited.
20. BARGAINING AGENTS FEE
Note: This Clause has been excised by Order AG 255/2004 dated 13/12/04”
20.1 The Employer must advise all employees prior to commencing work for the
Employer that a 'Bargaining Agents Fee' of $400 per annum is payable to the Union
on or prior to 1 March each year.
20.2 Each employee must pay the `Bargaining Agents Fee' to the Union in advance on a
pro rata basis for any time which the employee is employed by the Employer. By
arrangement with the Union, the 'Bargaining Agents Fee" may be paid in 2
instalments throughout the year.
12
20.3 The Employer must, at the request of an employee, provide a direct debit facility to
pay the 'Bargaining Agents Fee' to the Union in accordance with this clause.
21. POSTING OF AGREEMENT
21.1 A copy of this Agreement must be posted and kept posted by the Employer in a
prominent place, accessible to employees, on all premises where the employees
work.
21.2 A copy of this Agreement must be provided to any employee, upon request, and
must be provided to all new employees prior to their commencement of
employment.
22. NO EXTRA CLAIMS
The Union will make no further claims on the Employer over conditions set out in this
Agreement for the life of the Agreement unless the claim relates to State or national issues
including, but not limited to, long service leave.
23. SEVERABILITY
If any clause or sub-clause of this Agreement is deemed to be void or unenforceable, it may
be severed and the remainder of this Agreement remains in force.
24. PAYROLL DEDUCTIONS
24.1 If requested by the Union and authorised by the employee, the Employer is provide
payroll deduction services for Union Fees. Such fees shall be remitted to the Union
on a regular agreed basis with enough information supplied to enable the Union to
carry out a reconciliation.
13
SCHEDULE 1
DRUG AND ALCOHOL, SAFETY AND REHABILITATION PROGRAM
1. PRINCIPLE
People dangerously affected by alcohol, and/or drugs are a safety hazard to themselves and
all other persons in the workplace.
2. FOCUS
Site safety and the involvement of the site safety committee
Peer intervention and support
Rehabilitation
3. WORKPLACE POLICY
(a) A person who is dangerously affected by drugs or alcohol will not be allowed to work
until that person can work in a safe manner.
(b) The decision on a persons ability to work in a safe manner will be made by the safety
committee, or on projects with no safety committee, by a body of at least equal
numbers of employee/employer representatives.
(c) There will be no payment of lost time to a person unable to work in a safe manner.
(d) If this happens 3 times the worker shall be given a written warning and made aware of
the availability of treatment/counselling. If the worker refuses help he/she may be
transferred/dismissed the next time he/she is dangerously affected.
(e) For the purposes of disciplinary action a warning shall be effective for a period of 12
months from the date of issue.
(f) A worker having problems with alcohol and or other drugs:
(i) will not be sacked if he/she is willing to get help
(ii) must undertake and continue with the recommended treatment to maintain the
protection of this program; and
(iii) will be entitled to sick leave or leave without pay while attending treatment.
4. IMPLEMENTATION
To assist with the adoption and implementation with this policy the Employer must:
(a) clearly state its endorsement of the BTG Drug and Alcohol program and comply with
it;
(b) provide access at an agreed time and venue for a representative of the BTG Drug and
Alcohol Program to address a meeting of employees to discuss and endorse the
program; and
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(c) authorise the attendance of appropriate Employer personnel eg. safety delegate/officer,
safety committee members, union delegate, consultative committee members(s) at the
two hour BTG Drug and Safety in the Workplace training course.
15
SCHEDULE 2
CLASSIFICATION STRUCTURES, RATES OF PAY AND ALLOWANCES
1. Wage Rates (per hour at ordinary time including tool allowance)
CLASSIFICATION Date of Signing 1 July 2005 1 July 2006
Hourly Rate Hourly Rate Hourly Rate
$ $* $*
Roof Tiler 17.13 17.98 18.88
Junior Wage Rates
Rooftiler
16 Years Old 6.84 7.18 7.54
On turning 17 9.03 9.48 9.95
On turning 18 12.39 13.01 13.66
On turning 19 14.57 15.30 16.07
On turning 20
Must then be classed as an improver and be paid as such, provided that the
time worked prior to the employees 20th birthday shall be counted as time
worked as an improver.
An employee employed as A Junior employee may after 3 years service
request a trade test and if that employee passes they shall receive Roof Tiler
rates of pay.
Improver
1st 6 months 9.87 10.36 10.88
nd
2 6 months 10.71 11.24 11.80
nd
2 year 12.39 13.01 13.66
3rd year 14.57 15.30 16.07
Thereafter 16.59 17.42 18.29
An e mployee employed as an Improver may after 2 years service request a
trade test and if that employee passes they shall receive Roof Tiler rates of
pay.
Adult Improver
1st year 12.93 13.57 14.25
nd
2 year 15.11 15.87 16.66
Thereafter 17.13 17.98 18.88
An employee employed as Adult Improver may after six months service request a trade test and if
that employee passes they shall receive Roof Tiler rates of pay.
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SCHEDULE 3
REDUNDANCY / SEVERANCE PAY
Date of Signing 1st July 2005 1st July 2006
Hourly Redundancy Hourly Redundancy Hourly Redundancy
Rate including Rate including Rate including
$5.00 $5.00 $5.00
$ $ $ $ $ $
Rooftiler 17.13 35.00 17.98 36.50 18.88 38.00
Junior Wage Classifications
16 years 6.84 17.00 7.18 17.50 7.54 18.00
old
On 9.03 21.00 9.48 21.50 9.95 22.50
turning 17
On 12.39 26.50 13.01 28.00 13.66 29.00
turning 18
On 14.57 30.50 15.30 32.00 16.07 33.00
turning 19
Improver
1st 6 9.87 22.50 10.36 23.00 10.88 24.00
months
2nd 6 10.71 23.50 11.24 24.50 11.80 25.50
months
2nd year 12.39 26.50 13.01 28.00 13.66 29.00
3rd year 14.57 30.50 15.30 32.00 16.07 33.00
Thereafter 16.59 34.00 17.42 35.50 18.29 37.00
Adult Improver
1st 6 12.93 27.50 13.57 28.50 14.25 30.00
months
2nd 6 15.11 31.50 15.87 33.00 16.66 34.00
months
Thereafter 17.13 35.00 17.98 36.50 18.88 38.00
Note: Redundancy amounts have been rounded off to the nearest 50 cent amount.
17
SCHEDULE 4
CASUAL EMPLOYEE RATES
Wage Rates (per hour at ordinary time including tool allowance)
Date of Wage Rate Wage Rate 20% Paid Accrual Rate Redundancy
signing with 25% Rate per hour including
Loading worked $5.00
(To be used
for Overtime
$ Calculation) $ $
$ $
Classificiation
Rooftiler 17.13 21.41 20.56 0.85 42.50
Junior Wage Classifications
16 Years old 6.84 8.55 8.21 0.34 20.00
On turning 17 9.03 11.29 10.85 0.44 25.00
On turning 18 12.39 15.49 14.87 0.62 32.00
On turning 19 14.57 18.21 17.48 0.73 37.00
Improver
1st 6 months 9.87 12.34 11.84 0.50 26.50
2nd 6 months 10.71 13.39 12.85 0.54 28.50
2nd Year 12.39 15.49 14.87 0.62 32.00
3rd Year 14.57 18.21 17.48 0.73 37.00
Thereafter 16.59 20.74 19.91 0.83 41.50
Adult Improver
1st Year 12.93 16.16 15.52 0.64 33.50
2nd Year 15.11 18.89 18.13 0.76 38.00
Thereafter 17.13 21.41 20.56 0.85 42.50
1st July 2005 Wage Rate Wage Rate 21% Paid Accrual Rate Redundancy
with 25% Rate per hour including
Loading worked $5.00
(To be used
for Overtime
$ Calculation) $ $
$ $
Classificiation
Rooftiler 17.98 22.48 21.58 0.90 44.50
Junior Wage Classifications
16 Years old 7.18 8.98 8.62 0.36 20.50
18
On turning 17 9.48 11.85 11.38 0.47 25.00
On turning 18 13.01 16.26 15.61 0.65 33.50
On turning 19 15.30 19.13 18.36 0.77 38.47
Improver
1st 6 months 10.36 12.95 12.43 0.52 27.50
2nd 6 months 11.24 14.05 13.49 0.56 29.50
2nd Year 13.01 16.26 15.61 0.65 33.50
3rd Year 15.30 19.13 18.36 0.77 38.50
Thereafter 17.42 21.78 20.90 0.88 43.00
Adult Improver
1st Year 13.57 16.96 16.28 0.68 35.00
2nd Year 15.87 19.84 19.04 0.80 39.50
Thereafter 17.98 22.48 21.58 0.90 44.50
19
1st July 2006 Wage Rate Wage Rate 21% Paid Accrual Rate Redundancy
with 25% Rate per hour including
Loading worked $5.00
(To be used
for Overtime
$ Calculation) $ $
$ $
Classificiation
Rooftiler 18.88 23.60 22.66 0.94 46.50
Junior Wage Classifications
16 Years old 7.54 9.43 9.05 0.38 21.49
On turning 17 9.95 12.44 11.94 0.50 26.77
On turning 18 13.66 17.08 16.39 0.69 34.88
On turning 19 16.07 20.09 19.28 0.81 24.43
Improver
1st 6 months 10.88 13.60 13.06 0.54 28.80
2nd 6 months 11.80 14.75 14.16 0.59 30.81
2nd Year 13.66 17.08 16.39 0.69 34.88
3rd Year 16.07 20.09 19.28 0.81 40.15
Thereafter 18.29 22.86 21.95 0.91 45.01
Adult Improver
1st Year 14.25 17.81 17.10 0.71 36.17
2nd Year 16.66 20.83 19.99 0.84 41.44
Thereafter 18.88 23.60 22.66 0.94 46.50
Junior Wage Rates
On turning 20
Must then be classed as an improver and be paid as such, provided that the time worked prior to
the employees 20th birthday shall be counted as time worked as an improver.
An employee employed as A Junior employee may after 3 years service request a trade test and if
that employee passes they shall receive Roof Tiler rates of pay.
Improver
An employee employed as an Improver may after six months service request a trade test and if that
employee passes they shall receive Roof Tiler rates of pay.
Adult Improver
20
An employee employed as an Adult Improver may after six months service request a trade test and
if that employee passes they shall receive Roof Tiler rates of pay.
Note: Redundancy amounts have been rounded off to the nearest 50 cent amount.
21
EXECUTED BY:
Signed for and on behalf of )
Shane Roof Tiling )
by its authorised signatory )
[signed]______________________________
Print Name
Date: 26/10/04
Signed for and on behalf of )
THE CONSTRUCTION, FORESTRY MINING )
AND ENERGY UNION OF WORKERS )
by its authorised signatory )
[signed]______________________________
Print Name
Date: 8/11/04
22
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