Wundowie Foundry Pty Ltd Enterprise Agreement 2001
No. AG 90 of 2002
1. - TITLE
This Agreement shall be known as the Wundowie Foundry Pty Ltd Enterprise Agreement 2001.
2. - ARRANGEMENT
CLAUSE NO. PAGE NO.
1.Title...... 1
2.Arrangement...... 1
3.Incidence and Parties Bound ...... 1
4.Duration of Agreement ...... 2
5.Relationship to Parent Award ...... 2
6.Productivity Measures ...... 2
7.Wages ...... 5
8.No Extra Claims ...... 6
9.Resolution of Disputes ...... 6
10.Redundancies/Retrenchments...... 6
11.Carer/Parental leave...... 7
12.Training Assistance...... 7
13Alcohol & Other Drugs 8
14.Signatories...... 9
Schedule A. - Wages Rates...... 10
3. - INCIDENCE AND PARTIES BOUND
(1)This Agreement shall apply at the Wundowie Foundry, 1 Hawke Avenue, Wundowie, in respect of all employees employed pursuant to the Wundowie Foundry Award, 1986 and replaces the Agreement AG 178 of 1998.
(2)The parties to this Agreement shall be :-
(a)Wundowie Foundry Pty Ltd, 1 Hawke Avenue, Wundowie, W.A. 6560 (“the Company”); and
(b)The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Workers Union of Australia, Engineering and Electrical Division, Western Australian Branch. 401-403 Oxford Street, MOUNTHAWTHORN, W.A. 6016 (“the Union”).
(3)This Agreement shall apply to approximately 2 employees upon registration.
4. - DURATION OF AGREEMENT
This Agreement shall apply for a period of three (3) years from the commencement of the first full pay period occurring on or after 29 July 2001.
5. - RELATIONSHIP TO PARENT AWARD
This Agreement shall be read and interpreted wholly in conjunction with the Wundowie Foundry Award, 1986, as it stands at the date of 29 July 2001, provided that this Agreement shall take precedence wherever there is any inconsistency with the Award.
Except as otherwise allowed by this Agreement, variations to the award will not apply to the employees covered by this Agreement whilst this Agreement remains in force.
6. - PRODUCTIVITY MEASURES
(1)Sick Leave
(a)Effective from 1 January, 1994, the company shall in December of each year pay out to each employee 50% of sick leave not taken for that calendar year.
(b)The remaining sick leave entitlements shall accrue from year to year. However, these shall be exempt from the provisions of clause 17(5) of the Award.
(c)Provided that this shall not in any way apply to sick leave already accrued prior to 1 January 1994 in which case the terms of Clause 17, subclause (5) of the Wundowie Foundry Award, 1986 shall apply.
(2)Hours
(a)The ordinary hours of work shall be an aggregate of 76 hours per fortnight and may be worked on any or all days of the week Monday to Sunday inclusive, and except in the case of shift workers, shall be worked between the hours of 4.00 am and 6.00 pm when the demands of the business so requires.
Provided that :
(i)In any fortnight ordinary hours shall not span more than 10 days.
(ii)A minimum of 48 hours notice of changes in starting times or days of work be given to each employee unless a lesser notice period be agreed by an employee.
(iii)Where the ordinary hours are worked on a Saturday or a Sunday, work performed on a Saturday shall count for a total of 3 ordinary hours for the first two hours worked and a multiple of 2 ordinary hours thereafter for every hour worked and at a multiple of 2 ordinary hours for every hour worked for any such hours worked on a Sunday.
(iv)No more than two weekends per month shall be worked as ordinary hours unless agreed to between the employee and the Company.
(3)Safety & Housekeeping
(a)Employees commit to exercise high levels of personal safety awareness and shall wear eye protection at all times in designated areas.
(b)Employees will be required to maintain a high level of cleanliness in their respective work areas by the end of each shift.
(4)Waste/Scrap/Rejects
(a)The Company and employees will improve and implement practices and procedures to better assess and reduce losses through waste, scrap and reject work.
(b)Without limiting the scope of this examination it will include :
(i)Data collection to identify reasons for variation from planned performance.
(ii)Methods for reducing/avoiding production of plugs.
(iii)Methods for extending the life of furnace linings.
(iv)Daily analysis of floor mould performance relative to estimated figures.
(v)Improvement in handling of heat treatment loads.
(vi)Reduction in the number of movements of castings and raw materials.
(vii)Accurate recording of all Disa moulding delays by source.
(5)Quality
(a)The Quality Control and Quality Assurance programme requires that defective products or workmanship are identified as early as possible in the production process. It is recognised by both parties that quality is an essential ingredient to the ongoing viability of the company.
(b)Employees agree to continue the commitment to quality products and services by:
(i)Abiding by procedures laid down for quality control.
(ii)Assisting to identify sources of poor quality.
(iii)Recognising that satisfied customers are essential to the business.
(iv)Accepting that the customer includes the next person involved in the process.
(v)Being prepared to be trained in changing concepts for Quality Control including TQC and SPC concepts.
(vi)Recognising that they have an important role in identifying improvements to processes or equipment used.
(6)Punctuality & Attendance
(a)Employees acknowledge the disruptive influence on operations if work is not commenced punctually and agree that they shall be at their respective places of work at the start and finish times normally observed. The practice of walking to and from the workplace, washing up and changing outside of work hours will continue.
(b) If an employee is unable to commence work on any shift for any reason, notification shall be provided to the Company, except in extraordinary circumstances, preferably in advance, but not later than 2 hours after the expected time of shift commencement. Procedures for notification to be communicated to all employees.
(7)Rest and Meal Breaks
(a)A rest period of 10 minutes from the time of ceasing to the time of resumption of work shall be allowed each shift.
(b)Where the Company requires plant to be operated continuously it may direct that a 20 minutes paid meal break be taken at a time to suit the operation.
(c)Where the method of working in (b) is so required, rest breaks and meal breaks will be staggered to best advantage but an employee shall not be compelled to work more than 6 hours without a meal break.
7. - WAGES
(1)Rate of Pay
As recognition of the commitment by employees and the union to the terms of this Agreement, the total weekly rate of pay as shown in Schedule A attached hereto shall be increased annually for a period of three years from the first full pay period occurring on or after 29 July, 2001 in line with the rates shown and from the dates also shown in Schedule A of this Agreement.
(2)Bonus Payment
(a)Bonus payments will be made fortnightly.
(b)(i)The base index of the bonus payment system shall be 300.
(ii)With effect from July 2001, the rate of bonus payable is $15.00 per week per 100 points or portion thereof over the base index.
(c)(i)A further increase in the bonus rate to $20.00 per week per 100 points is to be available if at any bonus review period during the life of this agreement, the bonus matrix index shows that a result at or above 500 points has been achieved on a sustained basis.
(ii)Performance is deemed to have been sustained when the normal bonus review period in December or June has achieved an index of 500 or greater.
(iii)Benchmark settings of the Performance Matrix shall remain unchanged for a minimum period of 18 months from the commencement of this Agreement.
(iv)In any review of the benchmarks the rate of bonus payable shall not be less than $15.00 per 100 points and the revised bonus index shall not be less than 500 at the time of review. The Company shall ensure that an appropriate consultative mechanism is in place at the time of review.
(3)Annual Leave Loading
(a)With effect from the first full pay period occurring on or after 29th July, 2001, annual leave loading shall no longer apply. An appropriate increase in the hourly rate is included in the rates contained in schedule “A”.
(b)Accrued amounts of Annual Leave Loading provision up to 29th July shall be paid out in full.
(4)Certificated Tradespersons
Certificated tradespersons are, to the limit of their capability, required to train other employees in the safe and productive execution of their work. The existing differential between C10 certificated and non-certificated C10 personnel shall be not less than the leading hand (3-10) allowance rate as per Clause 32 (2) of the Wundowie Award at 29th July 2001 and will be adjusted annually on that anniversary to reflect any variation in the Award rate. The rates shown in schedule “A” reflect the rate of $18.00 per week effective as at 29th July, 2001.
8. - NO EXTRA CLAIMS
Other than for an alignment of tool, disability and leading hand allowances to the prevailing rates contained in the Metal Trades (General) Award 1966 as at 29th July 2001 and annually thereafter this Agreement covers the field in relation to wages and conditions of employment and there shall be no extra claims by employees or their union for the life of this Agreement and no industrial action taken in support of further claims for the life of this Agreement.
9. - RESOLUTION OF DISPUTES
In the event of any question, dispute or difficulty arising out of this Agreement, relating to one or more employees covered by this Agreement, the parties commit to utilising the procedures outlined in Clause 30. - Dispute and Grievance Settlement Procedure of the Wundowie Foundry Award, 1986 to resolve all issues at the workplace.
10. - REDUNDANCIES/RETRENCHMENTS
If the situation arises in which employee retrenchments become necessary it is agreed that such retrenchments will be carried out in accordance with and redundancy paid in accordance with the Metal Trades (General) Award 1966.
It is agreed the practice of last on first off ignores ability, skill and productivity. If retrenchments are necessary, the employees to be retained will be selected having regard to all relevant factors including the efficient conduct of the Company's business.
Discussions will take place with the Union to determine the basis of consideration for those employees unable to be retained and such consideration shall include length of service.
11. - CARER/PARENTAL LEAVE
An employee with responsibilities in relation to either members of their immediate family or members of their household who need their care and support shall on the Employee’s request be entitled to use, in accordance with this sub-clause, any sick leave entitlements up to 5 days per year for absences to provide care and support for such persons.
The employee shall establish by production of a medical certificate or statutory declaration, the need for care of the person concerned.
The entitlement to use sick leave in accordance with this sub-clause is subject to:
-the Employee being responsible for the care of the person concerned; and
the person concerned being either :
a member of the Employee’s immediate family
a member of the Employee’s household.
The term “immediate family” includes :
a)A spouse, a defacto spouse of the Employee.
b)A child (including an adopted child, step child or ex nuptial child), parent or sibling of the employee or spouse of the employee.
The employee shall, wherever practicable, give the Company notice prior to the absence of the intention to take leave, the name of the person requiring care and their relationship to the Employee and the estimated length of absence. If it is not practicable for the Employee to give prior notice of the absence, the Employee shall notify the Company by telephone of such absence at the first opportunity (preferably before 8.00 am) on the day of the absence.
12. - TRAINING ASSISTANCE
The parties recognise that the various types of training available, variations in working hours, travel arrangements and course locations as well as individual circumstances is best covered by reference to existing Company standards. The relevant Company documents are - QA Procedure 18, Rev. 0; Standard Practice - Administration Nos. 48, issue 01, 47 issue 01 and 69, issue 03. Should a dispute exist over the operation of the above company standards/procedures relating to training assistance, then the dispute shall be resolved by following the dispute resolution procedure contained at Clause 9. - Resolution of Disputes, of this agreement.
13. – ALCOHOL AND OTHER DRUGS
The Company recognises that people affected by alcohol and other drugs in the workplace pose a risk to the safety of themselves and others. The unauthorised use and possession of any alcohol or illegal drugs, or misuse of prescribed drugs throughout the Company’s operations is prohibited. The Company will not accept any person onto a Company worksite who the Company believes may be under the influence of alcohol or illegal or misused drugs.
In accordance with the Company’s Policy for Alcohol & Other Drugs, employees will attend for drug testing at Company expense, whenever so requested by the Company.
14. - SIGNATORIES
The Company understands its rights and obligations under this Agreement, has freely entered into it and wishes to have this Agreement registered.
THE COMMON SEAL of Wundowie Foundry Pty LtdACN 009 123 764
of P.O. Box 127
WUNDOWIE W.A. 6560
Telephone : (08) 9573 6300 / [common seal]
SIGNATURE B.E. Hewitt
TITLE (PLEASE PRINT) Director
DATE 16/5/02
The Union understands its rights and obligations under this Agreement, has freely entered into it and wishes to have this Agreement registered.
THE SEAL of Communications, Electrical, Electronics, Energy, Information, Postal, Plumbing and Allied Workers Union of Australia, Engineering and Electrical Division, Western Australian Branchof 401 Oxford Street
MOUNTHAWTHORN W A 6016
Telephone: (08) 9294 3999 / [common seal]
SIGNATURE J.D. Fiala
TITLE (PLEASE PRINT) Metal Trades Organiser
DATE 24/4/02
SCHEDULE A
WUNDOWIE FOUNDRY AWARD / EBACLASSIFICATION / TOTAL WAGE $ / ADDITIONAL WEEKLY AND OVER AWARD PAYMENTS $ / TOTAL AWARD as at 29/07/01 $ / 1ST PAY PERIOD ON OR AFTER 29 JULY 2001 / 1ST PAY PERIOD ON OR AFTER 29 JULY 2002 / 1ST PAY PERIOD ON OR AFTER 29 JULY 2003
CERTIFICATED C7A / 552.80 / 25.80 / 578.60 / 691.91 / 710.91 / 729.91
C7B / 552.80 / 16.10 / 568.90 / 680.68 / 699.68 / 718.68
C7C / 552.80 / 6.30 / 559.10 / 669.33 / 688.33 / 707.33
C8A / 518.90 / 24.60 / 543.50 / 664.91 / 683.91 / 702.91
C8B / 518.90 / 15.40 / 534.30 / 654.18 / 673.18 / 692.18
C8C / 518.90 / 6.00 / 524.90 / 643.28 / 662.28 / 681.28
C9A / 513.10 / 23.50 / 536.60 / 637.91 / 656.91 / 675.91
C9B / 513.10 / 14.70 / 527.80 / 627.63 / 646.63 / 665.63
C9C / 513.10 / 5.70 / 518.80 / 617.23 / 636.23 / 655.23
C10A / 492.20 / 22.40 / 514.60 / 610.91 / 629.91 / 648.91
C10B / 492.20 / 14.00 / 506.20 / 601.13 / 620.13 / 639.13
C10C / 492.20 / 5.50 / 497.70 / 591.23 / 610.23 / 629.23
UNCERTIFICATED C10A / 479.20 / 22.40 / 501.60 / 590.87 / 609.87 / 628.87
C10B / 479.20 / 14.00 / 493.20 / 581.08 / 600.08 / 619.08
C10C / 479.20 / 5.50 / 484.70 / 571.19 / 590.19 / 609.19
C11A / 460.50 / 20.70 / 481.20 / 552.01 / 571.01 / 590.01
C11B / 460.50 / 12.90 / 473.40 / 542.90 / 561.90 / 580.90
C11C / 460.50 / 5.10 / 465.60 / 533.84 / 552.84 / 571.84
C12A / 438.80 / 19.60 / 458.40 / 525.46 / 544.46 / 563.46
C12B / 438.80 / 12.30 / 451.10 / 516.97 / 535.97 / 554.97
C12C / 438.80 / 4.80 / 443.60 / 508.24 / 527.24 / 546.24
C13A / 417.00 / 18.50 / 435.50 / 498.80 / 517.80 / 536.80
C13B / 417.00 / 11.60 / 428.60 / 490.80 / 509.80 / 528.80
C13C / 417.00 / 4.60 / 421.60 / 482.64 / 501.64 / 520.64
C14C / 400.40 / 4.30 / 404.70 / 462.96 / 481.96 / 500.96
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