Wool, Hide and Skin Store Employees' Award No. 8 of 1966
1. - TITLE
This award shall be known as the "Wool, Hide and Skin Store Employees' Award No. 8 of 1966" as amended and consolidated.
1B. - MINIMUM ADULT AWARD WAGE
(1)No employee aged 21 or more shall be paid less than the minimum adult award wage unless otherwise provided by this clause.
(2)The minimum adult award wage for full-time employees aged 21 or more is $692.90 per week payable on and from the commencement of the first pay period on or after 1 July 2016.
(3)The minimum adult award wage is deemed to include all State Wage order adjustments from State Wage Case Decisions.
(4)Unless otherwise provided in this clause adults employed as casuals, part-time employees or piece workers or employees who are remunerated wholly on the basis of payment by result shall not be paid less than pro rata the minimum adult award wage according to the hours worked.
(5)Employees under the age of 21 shall be paid no less than the wage determined by applying the percentage prescribed in the junior rates provision in this award to the minimum adult award wage.
(6)The minimum adult award wage shall not apply to apprentices, employees engaged on traineeships or Jobskill placements or employed under the Commonwealth Government Supported Wage System or to other categories of employees who by prescription are paid less than the minimum award rate, provided that no employee shall be paid less than any applicable minimum rate of pay prescribed by the Minimum Conditions of Employment Act 1993.
(7)Liberty to apply is reserved in relation to any special category of employees not included here or otherwise in relation to the application of the minimum adult award wage.
(8)Subject to this clause the minimum adult award wage shall –
(a)Apply to all work in ordinary hours.
(b)Apply to the calculation of overtime and all other penalty rates, superannuation, payments during any period of paid leave and for all purposes of this award.
(9)Minimum Adult Award Wage
The rates of pay in this award include the minimum weekly wage for employees aged 21 or more payable under the 2016 State Wage order decision. Any increase arising from the insertion of the minimum wage will be offset against any equivalent amount in rates of pay received by employees whose wages and conditions of employment are regulated by this award which are above the wage rates prescribed in the award. Such above award payments include wages payable pursuant to enterprise agreements, consent awards or award variations to give effect to enterprise agreements and over award arrangements. Absorption which is contrary to the terms of an agreement is not required.
Increases under previous State Wage Case Principles or under the current Statement of Principles, excepting those resulting from enterprise agreements, are not to be used to offset the minimum wage.
(10)Adult Apprentices
(a)Notwithstanding the provisions of this clause, an apprentice, 21 years of age or more, shall not be paid less than $593.90 per week on and from the commencement of the first pay period on or after 1 July 2016.
(b)The rate paid in the paragraph above to an apprentice 21 years of age or more is payable on superannuation and during any period of paid leave prescribed by this award.
(c)Where in this award an additional rate is expressed as a percentage, fraction or multiple of the ordinary rate of pay, it shall be calculated upon the rate prescribed in this award for the actual year of apprenticeship.
(d)Nothing in this clause shall operate to reduce the rate of pay fixed by the award for an adult apprentice in force immediately prior to 5 June 2003.
2. - ARRANGEMENT
1.Title
1B.Minimum Adult Award Wage
2.Arrangement
3.Scope
4.Area
5.Term
I. - Wool Store Section
6.Definitions
7.Hours
7A.Implementation of 38 Hour Week
- Contract of Service
II. - Hide and Skin Store Section
9.Definitions
10.Hours
11.Changing Time
12.Protective Clothing
General Clauses Applicable Sections I and II
13.Wages and Classification Structure
14.Overtime
15.Meal Hours and Meal Money
16.Holidays and Annual Leave
17.Higher Duties
18.Time and Wages Record
19.Under-Rate Workers
20.Payment of Wages
21.Board of Reference
22.Sounding Device
23.Travelling Time
24.Sick Leave
25.Right of Entry
26.No Reduction
27.Long Service Leave
28.Shift Work*
29.Stand Down
30.Vehicle Allowance
31.Maternity Leave
32.Enterprise Agreement
33.Superannuation
Appendix - S.49A - Dispute Resolution Requirement
Schedule A - Employer Respondents
Schedule B - Union Party
Appendix - S.49B - Inspection Of Records Requirements
* Denotes Disputed Clause
3. - SCOPE
This award shall apply to all employees engaged in wool, wool dumping, hide and/or skin stores and wool scouring establishments in the industries carried on by the respondents, in the classifications described in Clause 13. - Wages of this award in or in connection with the classing, sorting, dumping, piece picking, receiving, despatching and general handling of wool, skins, and/or hides.
Provided that it shall not apply to employees who are at present subject to any award of the Western Australian Industrial Relations Commission or in any industrial agreement registered in accordance with the Industrial Relations Act, 1979.
4. - AREA
This award shall have effect over the State of Western Australia.
5. - TERM
The term of this award shall be for a period of two years as from the beginning of the first pay period commencing after the date hereof. This award was delivered on the 12th day of August, 1966.
I. - WOOL STORE SECTION
6. - DEFINITIONS
(1)"Casual Hand" shall mean a worker engaged by the hour and who may be put off or leave his employer's service at any moment without notice. Provided that -
(a)a casual hand shall be employed for not less than four hours in any one day;
(b)where a casual hand is dismissed, the wages due to him shall be paid in cash on termination of his employment, but where a casual hand is dismissed for cause, the wages due to him shall be paid not later than the next day
(2)"Weekly Hand" shall mean a worker engaged by the week.
7. - HOURS
(1)(a) The provisions of this subclause apply to all employees other than those engaged on shift work.
(b) Subject to the provisions of this subclause and Clause 7A. - Implementation of the 38 Hour Week, the ordinary hours of work shall be an average of 38 per week to be worked on one of the following bases.
(i)38 hours within a work cycle not exceeding seven consecutive days; or
(ii)76 hours within a work cycle not exceeding 14 consecutive days; or
(iii) 114 hours within a work cycle not exceeding 21 consecutive days; or
(iv) 152 hours within a work cycle not exceeding 28 consecutive days.
(c) The ordinary hours of work may be worked on any or all days of the week, Monday to Friday, inclusive, and except in the case of shift employees, shall be worked between the hours of 7.30 a.m. and 5.00 p.m. Provided that the spread of hours may be altered by agreement between the employer and the majority of employees in the store or section or sections concerned.
(d) Where the first night shift in any week commences on Monday night, the night shift commencing on Friday and finishing not later than 8.00 a.m. on Saturday of that week, shall be deemed to have been worked in ordinary working hours.
(e) Notwithstanding the provisions of this award contained elsewhere than in this paragraph, when New Year's Day, Anzac Day, Christmas Day or Boxing Day falls on a Saturday an employee who does not work on that Saturday is nevertheless entitled to be paid for each of the two weeks preceding that Saturday his ordinary weekly wage and the starting and/or finishing time on any day or days in those two weeks may be varied by the employer so the ordinary hours usually worked by an employee between Monday and Friday (both inclusive) may be increased in each of those weeks by the ordinary hours usually worked by that employee on Saturday.
This paragraph does not apply to a casual worker.
7A. - IMPLEMENTATION OF 38 HOUR WEEK
(1)Except as provided in subclause (4) hereof, the method of implementation of the 38 hour week may be any one of the following:
(a)By employees working no more than 7.6 ordinary hours each day.
(b)By employees working no more than 6 ordinary hours on one day each week.
(c)By fixing one day of ordinary working hours on which all employees will be off duty during a particular work cycle, or
(d)By rostering employees off duty on various days of the week during a particular work cycle so that each employee has one day of ordinary working hours off duty during the cycle. Provided such rostered days off may be accumulated to a maximum of 5 days per year by agreement between employer and employee.
(e)Any day off duty shall be arranged so that it does not coincide with a holiday prescribed in subclause (1) of Clause 16. - Holidays and Annual Leave of this award.
(f)Provided that the method of working the 38 hour week in a particular store at the date of issue of this order shall not be altered without consent of employer, employee and union.
(2)Notice of Days Off Duty
Except as provided in subclause (6) hereof, in cases where, by virtue of the arrangement of his ordinary working hours, an employee, in accordance with paragraphs (c) and (d) of subclause (1) hereof, is entitled to a day off duty during his work cycle, such employee shall be advised by the employer at least four weeks in advance of the day he is to take off duty.
(3)(a)An employer, with the agreement of the majority of employees concerned, may substitute the day an employee is to take off in accordance with paragraphs (c) and (d) of subclause (1) hereof, for another day in the case of a breakdown in machinery or a failure or shortage of electric power or to meet the requirements of the business in the event of rush orders or some other emergency situation.
(b)An employer and employee may by agreement substitute the day the employee is to take off for another day.
8. - CONTRACT OF SERVICE
Except in the case of casual hands referred to in Clause 6. - Definitions, one week's notice on either side shall be necessary to terminate the engagement, or in the event of such notice not being given, by the payment of one week's pay by the employer to the employee or the forfeiture of one week's pay by the employee to the employer. Provided that an employer at any time may dismiss an employee for refusal or neglect to obey orders or for misconduct or if after receiving one week's notice, such employee does not carry out his or her duties in the same manner as he or she did prior to such notice.
9. - DEFINITIONS
(1)"Casual Hand" shall mean a worker who is engaged by the hour and who may be put off or leave his employer's service at any moment without notice. Provided that -
(a)a casual hand shall be employed for not less than four hours in any one day;
(b)where a casual hand is dismissed the wages due to him shall be paid in cash on the termination of his employment, but where a casual hand is dismissed for cause, the wages due to him shall be paid not later than the next day.
(2)"Weekly Hand" shall mean a worker engaged by the week.
10. - HOURS
Except as provided in Clause 28 of this award, 38 hours shall constitute a week's work to be worked between the hours of 7.00a.m. and 6.00p.m. on Monday to Friday inclusive. Provided that the working days and starting and finishing times of employees employed at the abattoirs at Fremantle or at any other skin drying sheds, shall be mutually arranged in writing between the employer and the union. Provided that the hours worked in each shift shall be continuous. 38 hours shall also constitute a week's work at the said abattoirs or at other skin drying sheds. Provided that the said hours shall be worked in accordance with Clauses 7 and 7A of this award.
11. - CHANGING TIME
The employer shall provide a suitable place and shall allow time for changing of clothes.
12. - PROTECTIVE CLOTHING
The employer shall provide rubber boots and/or aprons and/or gloves if required.
A bib apron shall, if requested by the employee, be provided for employees engaged on branding duties.
GENERAL CLAUSES APPLICABLE TO SECTION I AND II
13. - WAGES AND CLASSIFICATION STRUCTURE
(1)Classification Structure
STOREWORKER LEVEL 1
Relativity: 90%
Pre-requisites:
* Basic interpersonal and communication skills.
* Basic literacy and numeracy skills.
Skills/Duties:
* Familiar with company policies and procedures.
* Responsible for quality of his/her own work subject to detailed direction.
* Obtain knowledge and apply appropriate manual handling skills.
* Able to work in a team environment and/or under routine supervision.
* Able to exercise discretion within the limits of skills and/or training.
* Able to undertake duties in a safe and responsible manner.
The following tasks are indicative of the tasks which an employee at this level may be required to perform.
1. Core sampling (non-mechanical).
2. Feeding wool into blending machines.
3. Head marking or branding of head bale at receival or weighing.
4. Inserting lot plates or dividers.
5. Lobbing.
6. Opening or closing bales (including fadging and boodling).
7. Pushing into or taking from elevators or drops.
8. Sewing.
9. Wheeling baskets.
10. Hand trucking.
11. Use of non-licensed material handling equipment.
12. Operate wool blending machine.
13. Responsible for housekeeping in own work environment.
Promotional Criteria:
An employee remains at this level until he/she is capable of completing the tasks required of this level so as to enable him/her to be considered for promotion to the next level when a position becomes available.
STOREWORKER LEVEL 2
Relativity: 92.4%
Pre-requisites:
* Storeworker Level 1 or equivalent.
Skills/Duties:
In addition to the skills/duties required of Storeworker Level 1 the following skills/duties are required:
* Able to work in a team environment under limited supervision.
* Responsible for quality of his/her own work.
* Appropriate licence to operate required materials handling equipment, (other than crane or fork-lift rated in excess of 20000kg), (as required).
The following tasks are indicative of the tasks which an employee at this level may be required to perform.
1. Breaking out of specified bales for shipping, showing, pooling or blending.
2. Breaking out for rail trucks (including the use of mechanical aids).
3. Breaking down stacks of wool.
4. Port marking and branding of wool for shipping.
5. Operating and in charge of semi-automatic dump press.
6. Operating of all appropriate materials handling equipment (other than crane or fork-lift rated in excess of 20000kg), not requiring ancillary or incidental clerical functions.
7. Sheetman or fossicker.
8. Wool pressing.
9. Weight adjusting.
10. Handling or hanging or drying green skins (including trottering of sheepskins).
Handling hides including staking and unstacking operator and in charge of skin press.
Promotional Criteria:
An employee remains at this level until he/she is capable of completing the tasks required of this level so as to enable him/her to be considered for promotion to the next level when a position becomes available.
STOREWORKER LEVEL 3
Relativity: 94.5%
Pre-requisites:
* Storeworker Level 2 or equivalent.
Skills/Duties:
In addition to the skills/duties required of Storeworker Level 1 the following skills/duties are required:
* Understands and is responsible for quality control standards.
* Advanced level of interpersonal and communication skills.
* Keyboard skills.
* Able to perform work required with minimal supervision.
* Able to operate computerised inventory equipment (as required).
Indicative of the tasks which an employee at this level may perform are the following.
1. Sworn weigher or employee (including fork-lift driver) recording or carrying out clerical functions in receiving, weighing and delivering or shipping of bales including notifying locations of bales by radio or other electronic means.
2. In charge of an out-store.
3. Operation of semi-automatic core line.
4. Responsible for the actual packing of containers with dumped bales.
Promotional Criteria:
An employee remains at this level until he/she is capable of completing the tasks required of this level so as to enable him/her to be considered for promotion to the next level when a position becomes available.
STOREWORKER LEVEL 4
Relativity: 97%
Pre-requisites:
* Storeworker Level 3 or equivalent.
Skills/Duties:
In addition to the skills/duties required of Storeworker Level 4 the following skills/duties are required:
* Appropriate licence to operate required materials handling equipment and/or container handling equipment and/or crane, with capacity rated greater than 20000kg (as required).
* Knowledge of operation of fully automated core line operation.
* Able to operate computerised wool handling equipment (as required).
Indicative of the tasks which an employee at this level may perform are the following:
1. Operator in charge of a fully automated core line operation.
2. Operator in charge of a fully automatic Dump Press (i.e. TriPak).
3. Operator of container handling equipment rated greater than 20000kg.
4. Employee charged by employer with the responsibility of supervising and directing not more than 10 employees (not being a number of employees working as a team).
5. Classing skins, furs or hides.
Promotional Criteria:
An employee remains at this level until he/she is capable of completing the tasks required of this level so as to enable him/her to be considered for promotion to the next level when a position becomes available.
STOREWORKER LEVEL 5 - WOOL CLASSER
Relativity: 100%
Pre-requisites:
* Storeworker Level 4 or equivalent.
* Appropriate Certification.
Skills/Duties:
In addition to the skills/duties required of a Storeworker Level 4 the following skills/duties are required:
* Able to sort all types of wool to desired graded lines.
* Able to allocate bin types and calculate bin weights and percentages.
* Responsible for sorting wool to Industry Quality Control Standards.
* Understanding of operation of a Wool Re-handling Department.
Indicative of the tasks which an employee at this level may perform are the following:
1. Classing or sorting wool with or without mechanical aids.
2. Undertake appropriate recording functions.