1. - TITLE This award shall be known as the Bag, Sack and Textile Award, as amended and consolidated and replaces Award No. 37 of 1951, as amended.
2. - ARRANGEMENT 1. Title 2. Arrangement 3. Scope 4. Area 5. Term 6. Hours 7. Overtime 8. Holidays 8A. Annual Leave 9. Absence through Sickness 10. Time and Wages Record 11. Contract of Service 12. Meal Money 13. Right of Entry 14. Board of Reference 15. Supported Wage System 16. Junior Workers 17. Mixed Functions 18. Shift Work 19. Break-downs 20. Casual Workers 21. Posting of Awards and Union Notices 22. Rest Period 23. Extra Rates 24. Apprentices 25. Wages 26. Long Service Leave 27. Definitions 28. Bereavement Leave 29. First Aid 30. Maternity Leave 31. No Reduction 32. Payment of Wages - 38 Hour Week 33. Higher Duties Allowance 34. Superannuation 35. Award Modernisation and Enterprise Consultation Appendix - Resolution of Disputes Requirement Schedule A - Parties to the Award Schedule B - Respondents
3. - SCOPE This award shall apply to all workers who are employed in the manufacture of jute, hessian, calico and stockinette bags, water bags, tents, tarpaulins, blinds and covers: Provided that it shall not apply to workers who are at present provided for in any award of the Court of Arbitration of Western Australia or in any Industrial Agreement registered in accordance with the Industrial Arbitration Act, 1912.
4. - AREA This award shall apply over the area comprised within a radius of twenty-four (24) kilometres from the General Post Office, Perth.
5. - TERM The term of this award shall be for a period of three (3) years from the beginning of the first pay period commencing after the date hereof. (This award was delivered on 4th November, 1960).
6. - HOURS
Section A - Hours:
(1) (a) The provisions of this clause apply to all workers to whom this
award applies.
(b) Subject to the provisions of this clause 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
workers, shall be worked between the hours of 6.00 a.m. and 6.00 p.m.
Provided that the spread of hours may be altered by agreement between
the employer and the majority of workers in the plant or section or
sections concerned.
(d) Where an ordinary shift or shift worker finishes not later than
8.00 a.m. on Saturday, such hours on the Saturday shall be deemed to
be ordinary hours of employment and shall not be subject to penalty
rates.
(e) The ordinary hours of work shall not exceed ten hours on any day.
Provided that in any arrangement of ordinary working hours, where
such ordinary hours are to exceed eight hours on any day, the
arrangement of hours shall be subject to the agreement between the
employer and the majority of workers in the plant or section or
sections concerned.
(f) The ordinary hours of work shall be consecutive except for the meal
interval as prescribed in subclause (g) hereof.
(g) A meal break of a period agreed upon between the majority of the
workers and the employer at each factory shall be allowed between the
hours of 11.00 a.m. and 2.00 p.m. on Monday to Friday inclusive. In
default of such agreement the meal break shall be not more than one
hour and not less than 30 minutes to be taken within the
aforementioned period.
(h) Nothing in this clause shall be construed to prevent the employer
and the majority of employees affected in a workplace or part thereof
reaching an agreement to operate any method of working a 38 hour week
provided that agreement is reached in accordance with the following
procedure:
(i) the Union will be notified in writing of the proposed
variations prior to any change taking place;
(ii) the proposed variations for each workplace or part thereof
shall be explained to the employees concerned and written
notification of proposals will be placed on the notice board at
the worksite;
(iii) the parties will then consult with each other on the changes
with a view to reaching agreement;
(iv) where the majority of Union members do not support the
agreement then the issues will be referred to the Western
Australian Industrial Relations Commission for conciliation and,
if necessary, arbitration.
Section B - 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 workers working less than eight ordinary hours each day; or
(b) by workers working less than eight ordinary hours on one or more
days each week; or
(c) by fixing one day of ordinary working hours on which all workers
will be off duty during a particular work cycle; or
(d) by rostering workers off duty on various days of the week during a
particular work cycle so that each worker has one day of ordinary
hours off duty during that cycle.
(e) Any day off duty shall be arranged so that it does not coincide
with a holiday prescribed in subclause (1) of Clause 8. - Holidays of
this award.
(2) In each plant an assessment should be made as to which method of
implementation best suits the business and the proposal shall be discussed
with the workers concerned, the objective being to reach agreement on the
method of implementation prior to 1/10/84.
(3) In the absence of an agreement at plant level, the procedure for
resolving special, anomalous or extraordinary problems shall be as follows:
(a) Consultation shall take place within the particular establishment
concerned.
(b) If it is unable to be resolved at establishment level, the matter
shall be referred to the State Secretary of the Union (or Unions)
concerned or his deputy, at which level a conference of the parties
shall be convened without delay.
(c) In the absence of agreement either party may refer the matter to
the Western Australian Industrial Commission.
(4) Different methods of implementation of a 38 hour week may apply to
various groups or sections of workers in the plant or establishment
concerned.
(5) 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, a worker in
accordance with paragraphs (c) and (d) of subclause (1) hereof, is
entitled to a day off duty during his work cycle, such worker shall be
advised by the employer at least four weeks in advance of the day he
is to take off duty.
(6) (a) An employer, with the agreement of the majority of workers
concerned, may substitute the day a worker 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 worker may by agreement substitute the day the
worker is to take off for another day.
(c) Where Rostered Days Off are allowed to accumulate, the employer may
require that they be taken within 12 months of the employee becoming
entitled to an RDO.
Section C - Procedures for In-Plant Discussions:
(1) Procedures shall be established for in-plant discussions, the objective
being to agree on the method of implementing a 38 hour week in accordance
with Sections A - Hours and B - Implementation of 38 Hour Week of this
clause and shall entail an objective review of current practices to
establish where improvements can be made and implemented.
(2) The procedures should allow for in-plant discussions to continue even
though all matters may not be resolved by 1/10/84.
(3) The procedures should make suggestions as to the recording of
understandings reached and methods of communicating agreements and
understandings to all workers, including the overcoming of language
difficulties.
(4) The procedures should allow for the monitoring of agreements and
understandings reached in-plant.
(5) In cases where agreement cannot be reached in-plant in the first
instances or where problems arise after initial agreements or
understandings have been achieved in-plant, a formal monitoring procedure
shall apply. The basic steps in this procedure shall be as applies with
respect to special, anomalous or extraordinary problems as prescribed in
subclause (3) of Section B of this clause.
Section D - Hours Transition Provision:
(1) The concept of a 38 hour week shall operate from 1/8/84. However, in
recognition of the difficulties associated with its introduction an
employer may implement the 38 hour week after that date provided that such
implementation shall occur no later than 1/10/84.
(2) Where an employer implements the 38 hour week at a date later than
1/8/84 an employee shall become entitled to a payment at the date of
implementation which shall accrue at the rate of two ordinary hours' pay
for each week of 40 ordinary hours that is worked after 1/8/84. Provided
that in any such week where less than 40 ordinary hours are worked then
the rate of two ordinary hours' pay shall be reduced proportionately
except where a worker is absent from duty in a circumstance that entitles
him to payment for the absence pursuant to other provisions of this award.
7. - OVERTIME
(1) The provisions of this clause shall apply to all workers.
(2) (a) An employer may require any worker to work reasonable overtime at
overtime rates and such worker shall work overtime in accordance with such
requirement.
(b) No Union or Association party to this award, or worker or workers
covered by this award, shall in any way, whether directly or
indirectly, be a party to or concerned in any ban, limitation, or
restriction upon the working of overtime in accordance with the
requirements of this subclause.
(3) (a) Subject to the provisions of this subclause, all work done beyond
the ordinary working hours on any day, Monday to Friday, inclusive, shall
be paid for at the rate of time and one-half for the first two hours and
double time thereafter.
For the purposes of this subclause, ordinary hours shall mean the
hours of work fixed in an establishment in accordance with
Sections A - Hours, B - Implementation of 38 Hour Week and C -
Procedures for In-Plant Discussions of Clause 6 - Hours of this
award.
(b) (i) Work done on Saturdays after 12.00 noon or on Sundays shall be
paid for at the rate of double time.
(ii) Work done on any day prescribed as a holiday under this award
shall be paid for at the rate of double time and one-half.
(c) Work done on Saturdays prior to 12.00 noon shall be paid for at the
rate of time and one-half for the first two hours and double time
thereafter but this paragraph does not apply in a case to which
paragraph (d) of subclause (1) of Section A - Hours of Clause 6 -
Hours of this award applies.
(d) In computing overtime each day shall stand alone.
(e) Overtime on shift work shall be based on the rate payable for shift
work.
(f) A worker who is recalled to work shall be paid for a minimum of
three hours at overtime rates.
(4) (a) By agreement between the employee and employer time off in lieu of
payment for overtime may be granted proportionate to the payment to which
the employee is entitled. Such time to be taken in unbroken periods
according to each period of overtime worked unless otherwise agreed
between the employee and employer concerned.
(b) The actual period of time off may be accrued and taken at a time
agreed between the employer and employee concerned.
8. - HOLIDAYS
(1) The following days, or the days observed in lieu, shall subject to
clause 6 hereof, be allowed as holidays without deduction of pay, namely -
New Year's Day, Australia Day, Good Friday, Easter Monday, Anzac Day,
Labour Day, State Foundation Day, Sovereign's Birthday, Christmas Day and
Boxing Day. Provided that another day may be taken as a holiday by
arrangement between the parties in lieu of any of the days named in the
subclause.
(2) When any of the days mentioned in subclause (1) hereof falls on a
Saturday or a Sunday the holiday shall be observed on the next succeeding
Monday, and when Boxing Day falls on a Sunday or a Monday the holiday
shall be observed on the next succeeding Tuesday. In each case the
substituted day shall be a holiday without deduction of pay and the day
for which it is substituted shall not be a holiday.
(3) On any public holiday not prescribed as a holiday under this award the
employer's establishment or place of business may be closed, in which case
a worker need not present himself for duty and payment may be deducted,
but if work be done ordinary rates of pay shall apply.
(4) All time worked on any day prescribed as a holiday in subclause (1)
hereof shall be paid for at the rate of double time and a half.
(5) Where an employee has additional leave granted pursuant to subclause
(1) of this clause, the employer may require such leave to be taken within
twelve months of falling due.
8A. - ANNUAL LEAVE
(1) Except as hereinafter provided a period of four consecutive weeks'
leave with payment of ordinary wages as prescribed shall be allowed
annually to a worker by his employer after a period of twelve months'
continuous service with such employer.
(2) A worker before going on leave shall be paid the wages he would have
received in respect of the ordinary time he would have worked had he not
been on leave during the relevant period.
(3) (a) In addition to his payment for annual leave a worker shall receive
a loading of 17.5 percent calculated on his ordinary rate of wage.
Provided that where the worker would have received any additional rates
for the work performed in ordinary hours, as prescribed by this award, had
he not been on leave during the relevant period and such additional rates
would have entitled him to a greater amount than the loading of 17.5
percent, then such additional rates shall be added to his ordinary wage in
lieu of the 17.5 percent loading. Provided further, that if the additional
rates would have entitled him to a lesser amount than the loading of 17.5
percent, then such loading of 17.5 percent shall be added to his ordinary
rate of wage in lieu of the additional rates.
(b) The loading prescribed by this subclause shall not apply to
proportionate leave on termination.
(4) If any award holiday falls within a worker's period of annual leave and
is observed on a day which in the case of that worker would have been an
ordinary working day there shall be added to that period one day being an
ordinary day for each such holiday observed as aforesaid.
(5) If, after one month's continuous service in any qualifying period a
worker lawfully leaves his employment or his employment is terminated by
his employer through no fault of the worker, the worker shall -
(a) if such termination occurs before 1/8/84 be paid 3.08 hours' pay at
the rate of wage prescribed by subclause (1) of this clause, divided
by forty, in respect of each completed week of continuous service; or
(b) if termination occurs on or after 1/8/84 be paid 2.923 hours' pay
at the rate of wage prescribed by subclause (1) of this clause,
divided by thirty-eight in respect of each complete week of continuous
service.
(6) Any time in respect of which a worker is absent from work except time
for which he is entitled to claim sick pay or time spent on holidays,
annual leave or long service leave as prescribed by this award shall not
count for the purpose of determining his right to annual leave.
(7) (a) Notwithstanding anything else herein contained an employer who
observes a Christmas closedown for the purpose of granting annual leave
may require a worker to take his annual leave in not more than two periods
but neither of such periods shall be less than one week.
(b) In the event of a worker being employed by an employer for portion
only of a year, he shall only be entitled, subject to subclause (5) of
this clause, to such leave on full pay as is proportionate to his
length of service during that period with such employer, and if such
leave is not equal to the leave given to the other workers he shall
not be entitled to work or pay whilst the other workers of such
employer are on leave on full pay.
(8) In special circumstances and by mutual consent of the employer, the
worker and the Union concerned, annual leave may be taken in not more than
two periods.
(9) A worker whose employment terminates after he has completed a 12
monthly qualifying period and who has not been allowed the leave
prescribed under this clause in respect of that qualifying period shall be
given payment as prescribed in subclause (2) and (3) of this clause in
lieu of that leave or, in lieu of so much of that leave as has not been
allowed unless -
(a) he has been justifiably dismissed for misconduct; and
(b) the misconduct for which he has been dismissed occurred prior to
the completion of that qualifying period.
(10) The provisions of this clause do not apply to casual workers.
(11) An employer may specify a reasonable period during which annual leave
may not be taken to meet production requirements at the workplace
concerned.
(12) An employer may require an employee to take annual leave within twelve
months of such leave falling due.
9. - ABSENCE THROUGH SICKNESS
(1) (a) A worker who is unable to attend or remain at his place of
employment during the ordinary hours of work by reason of personal ill
health or injury shall be entitled to payment during such absence in
accordance with the provisions of this clause.
(i) Worker who actually works 38 ordinary hours each week:
A worker whose ordinary hours of work are arranged in
accordance with paragraph (a) or (b) of subclause (1) of
Section B - Implementation of 38 Hour Week of Clause 6. -
Hours so that he actually works 38 ordinary hours each week
shall be entitled to payment during such absence for the
actual ordinary hours absent.
(ii) Worker who works an average of 38 ordinary hours each week:
A worker whose ordinary hours of work are arranged in
accordance with paragraph (c) or (d) of subclause (1) of
Section B - Implementation of 38 Hour Week of Clause 6. -
Hours so that he works an average of 38 ordinary hours each
week during a particular work cycle shall be entitled to pay
during such absence calculated as follows:
+---------------------+---------+-------------------
|duration of absence | X | appropriate weekly |
| | | rate |
+---------------------+---------+-------------------
|ordinary hours | | 5 |
|normally worked that | | |
|day | | |
+---------------------+---------+-------------------
A worker shall not be entitled to claim payment for personal
ill health or injury nor will his sick leave entitlement be
reduced if such ill health or injury occurs on the week day he
is to take off duty in accordance with paragraph (c) or (d) of
subclause (1) of Section B - Implementation of 38 Hour Week of
Clause 6. - Hours.
(b) Notwithstanding the provisions of paragraph (a) of this subclause a
worker may adopt an alternative method of payment of sick leave
entitlements where the employer and the majority of his employees so
agree.
(c) Entitlement to payment shall accrue at the rate of 1/6th of a week
for each completed month of service with the employer.
(d) If in the first or successive years of service with the employer a
worker is absent on the grounds of personal ill health or injury for a
period longer than his entitlement to paid sick leave, payment may be
adjusted at the end of that year of service or at the time the
worker's services terminate if before the end of that year of service,
to the extent that the worker has become entitled to further paid sick
leave during that year of service.
(2) The unused portions of the entitlement to paid sick leave in any one
year shall accumulate from year to year and subject to this clause may be
claimed by the worker if the absence by reason of personal ill health or
injury exceeds the period for which entitlement has accrued during the
year at the time of the absence. Provided that a worker shall not be
entitled to claim payment for any period exceeding ten weeks in any one
year of service.
(3) To be entitled to payment in accordance with this clause the employee
shall as soon as reasonably practicable advise the employer of his/her
inability to attend for work, the nature of his/her illness or injury and
the estimated duration of the absence. Provided that such advice, other
than in extraordinary circumstances, shall be given to the employer within
24 hours of the commencement of the absence.
Where practicable notification of absence due to sickness is to be
given no later than two hours after the normal start time. In the case
of shift workers, where practicable, the notification is to be given
prior to the start of normal shift hours.
(4) The provisions of this clause do not apply to a worker who fails to
produce a certificate from a medical practitioner dated at the time of the
absence or who fails to supply such other proof of the illness or injury
as the employer may reasonably require, provided that the worker shall not
be required to produce a certificate from a medical practitioner with
respect to absences of two days or less unless after two such absences in
any year of service the employer requests in writing that the next and
subsequent absences in that year, if any, shall be accompanied by such
certificate.
(5) (a) Subject to the provisions of this subclause, the provisions of this
clause apply to a worker who suffers personal ill health or injury during
the time when he is absent on annual leave and the worker may apply for,
and the employer shall grant, paid sick leave in place of paid annual
leave.
(b) Application for replacement shall be made within seven days of
resuming work and then only if the worker was confined to his place of
residence or a hospital as a result of his personal ill health or
injury for a period of seven consecutive days or more and he produces
a certificate from a registered medical practitioner that he was so
confined. Provided that the provisions of this paragraph do not
relieve the worker of the obligation to advise the employer in
accordance with subclause (3) of this clause if he is unable to attend
for work on the working day next following his annual leave.
(c) Replacement of paid annual leave by paid sick leave shall not
exceed the period of paid sick leave to which the worker was entitled
at the time he proceeded on annual leave and shall not be made with
respect to fractions of a day.
(d) Where paid sick leave has been granted by the employer in
accordance with paragraphs (a), (b) and (c) of this subclause, that
portion of the annual leave equivalent to the paid sick leave is
hereby replaced by the paid sick leave and the replaced annual leave
may be taken at another time mutually agreed to by the employer and
the worker, or failing agreement, shall be added to the worker's next
period of annual leave, or if termination occurs before then, be paid
for in accordance with the provisions of Clause 8A. - Annual Leave.
(e) Payment for replaced annual leave shall be at the rate of wage
applicable at the time the leave is subsequently taken provided that
the annual leave loading prescribed in Clause 8A. - Annual Leave shall
be deemed to have been paid with respect to the replaced annual leave.
(6) Where a business has been transmitted from one employer to another and
the worker's service has been deemed continuous in accordance with
subclause (3) of Clause 2 of the Long Service Leave provisions published
in Volume 63 of the Western Australian Industrial Gazette at pages 1-4,
the paid sick leave standing to the credit of the worker at the date of
transmission from service with the transmittor shall stand to the credit
of the worker at the commencement of service with the transmittee and may
be claimed in accordance with the provisions of this clause.
(7) The provisions of this clause with respect to payment do not apply to
workers who are entitled to payment under the Workers' Compensation Act
nor to workers whose injury or illness is the result of the worker's own
misconduct.
(8) The provisions of this clause do not apply to casual workers.
10. - TIME AND WAGES RECORD
(1) The employer shall keep or cause to be kept a record wherein shall be
entered -
(a) the name of each worker;
(b) the nature of his employment;
(c) the total hours worked each day;
(d) the wages and overtime (if any) received therefore;
(e) the age of each junior worker.
(2) The employer shall be responsible for the proper posting of the record
each week, which shall be signed weekly only if correct, by the worker.
Such record shall be open for inspection at the factory office by a duly
accredited representative of the Union during working hours.
11. - CONTRACT OF SERVICE
(1) Except as provided for in subclause (5) of this clause on the first day
of engagement an employee shall be notified by the employer or by the
employer's representative, whether the duration of his/her employment is
expected to exceed one month and, if the employee is hired as a casual
employee he/she shall be advised accordingly.
(2) (a) (i) The period of notice of termination in the case of a casual
employee shall be one hour.
(ii) If the required notice of termination is not given, one hour's
wages shall be paid by the employer or forfeited by the employee.
(b) An employee shall, for the purpose of this award, be deemed to be a
casual employee:
(i) if the expected duration of the employment is less than one
month; or
(ii) if the notification referred to in subclause (1) of this
clause is not given and the employee is dismissed, through no
fault of his own, within one month of commencing employment.
(3) Except as provided for in subclause (5) of this clause and except for a
casual employee, a week's notice shall be given on either side or in lieu
of notice, by the payment or forfeiture, to terminate the employment of a
weekly hand.
(4) Provided this shall not affect the right of an employer to dismiss a
worker without notice for misconduct, in which case wages shall be paid up
to the time of dismissal.
(5) The employer may engage an employee on a probationary period for not
longer than three months during which time it will be possible for either
the employee or employer to end the contract with one days notice.
(6) The employer may direct an employee to carry out such duties as are
within the limits of the employee's skill, competence and training.
12. - MEAL MONEY
(1) An employee required to work overtime for more than two hours without
being notified on the previous day or earlier that he/she will be so
required to work, shall be supplied with a meal by his/her employer or
paid $10.20 for a meal.
(2) If the amount of overtime required to be worked necessitates a second
or subsequent meal, the employer shall, unless he/she has notified the
employees concerned on the previous day or earlier, that such second or
subsequent meal will also be required, provide such meals or pay an amount
of $8.90 for each second or subsequent meal.
(3) No such payments need be made to employees living in the same locality
as their workshops who can reasonably return home for such meals.
(4) If an employee in consequence of receiving such notice has provided
himself/herself with a meal or meals and is not required to work overtime,
or is required to work less overtime than notified, he/she shall be paid
the amount prescribed in respect of the meals not then required.
13. - RIGHT OF ENTRY
Consistent with the terms of the Labour Relations Legislation Amendment Act
1997 and S.23(3)(c)(iii) of the Industrial Relations Act a representative
of the Union shall not exercise the rights under this clause with respect
to entering any part of the premises of the employer unless the employer
is the employer, or former employer of a member of the Union.
(1) Accredited representatives of the Union shall be permitted to interview
the workers on the business premises of the employer during non-working
times or meal breaks.
(2) In the case of a dispute between the union and an employer which is
likely to lead to a cessation of work or to an application to the Court
and which involves the inspection of workers or of machines in the process
of production, such union representatives shall have the right of entry
into the factory at any time during which the workers or machines
concerned are working, but this permission shall not be exercised without
the consent of the employer more than once in any one week.
(3) Provided that the duly accredited representative shall notify the
employer beforehand of his intention to exercise his rights under this
clause.
14. - BOARD OF REFERENCE
(1) The Court may appoint for the purpose of this Award a Board or Boards
of Reference. Each Board shall consist of a chairman and two (2) other
representatives, one to be nominated by each of the parties.
There are assigned to each such Board in the event of no agreement
being arrived at between the parties to the award, the functions of -
(i) adjusting any matters of difference which may arise between the
parties from time to time except such as involve interpretations
of the provisions of the Award or any of them;
(ii) deciding any other matters that the Court may refer to such
Board from time to time.
(2) An appeal shall lie from any decision of such Board in the manner and
subject to the conditions prescribed in the Industrial Arbitration Act,
1912 which for this purpose are embodied in the Award.
15. - SUPPORTED WAGE SYSTEM
(1) This clause defines the conditions which will apply to employees who,
because of the effects of a disability, are eligible for a supported wage
under the terms of this award. In the context of this clause the following
definitions will apply:
(a) Supported Wage System means the Commonwealth Government system to
promote employment for people who cannot work at full award wages
because of a disability, as documented in [Supported Wage System:
Guidelines and Assessment Process].
(b) Accredited Assessor means a person accredited by the management
unit established by the Commonwealth under the Supported Wage System
to perform assessments of an individual's productive capacity within
the Supported Wage System.
(c) Disability Support Pension means the Commonwealth pension scheme to
provide income security for persons with a disability as provided
under the Social Security Act 1991, as amended from time to time, or
any successor to that scheme.
(d) Assessment instrument means the form provided for under the
Supported Wage System that records the assessment of the productive
capacity of the person to be employed under the supported wage system.
(2) Eligibility criteria
(a) Employees covered by this clause will be those who are unable to
perform the range of duties to the competence level required within
the class of work for which the employee is engaged under this award,
because of the effects of a disability on their productive capacity
and who meet the impairment criteria for receipt of a Disability
Support Pension.
(b) This clause does not apply to any existing employee who has a claim
against the employer which is subject to the provisions of workers'
compensation legislation or any provision of this award relating to
the rehabilitation of employees who are injured in the course of their
employment.
(c) (i) This award does not apply to employers in respect of their
facility, programme, undertaking, service or the like which receives
funding under the Disability Services Act 1986 and fulfils the dual
role of service provider and sheltered employer to people with
disabilities who are in receipt of, or are eligible for, a Disability
Support Pension, and such employees.
(ii) Provided that this exclusion shall not prevent Services funded
under Section 10 or 12A of the Act referred to in subparagraph (i)
hereof, engaging persons who meet the eligibility criteria under
the Supported Wage System, on work covered by this Award, where
both parties wish to access the System and all other criteria are
met.
(3) Supported wage rates
(a) Employees to whom this clause applies shall be paid the applicable
percentage of the minimum rate of pay prescribed by this award for the
class of work which the person is performing according to the
following schedule:
+-----------------+----------------------
|Assessed capacity | % of prescribed award |
| | rate |
+-----------------+----------------------
| (subclause 4) | |
+-----------------+----------------------
| | |
+-----------------+----------------------
| 10% | 10% |
+-----------------+----------------------
| 20% | 20% |
+-----------------+----------------------
| 30% | 30% |
+-----------------+----------------------
| 40% | 40% |
+-----------------+----------------------
| 50% | 50% |
+-----------------+----------------------
| 60% | 60% |
+-----------------+----------------------
| 70% | 70% |
+-----------------+----------------------
| 80% | 80% |
+-----------------+----------------------
|90% |90% |
+-----------------+----------------------
(b) Provided that the minimum amount payable shall be not less than $45
per week.
(c) Where a person's assessed capacity is 10%, they shall receive a
high degree of assistance and support.
(4) Assessment of capacity
For the purpose of establishing the percentage of the award rate to be
paid to an employee under this award, the productive capacity of the
employee will be assessed in accordance with the Supported Wage System
and documented in an assessment instrument by either:
(a) The employer and union party to the award, in consultation with the
employee or,
(b) The employer and an accredited assessor agreed to by the employer
and the union party to the Award in consultation with the employee.
(5) Lodgment of assessment instrument
(a) All assessment instruments under the conditions of this clause,
including the appropriate percentage of the award wage to be paid to
the employee, shall be lodged by the employer with the Registrar of
the Western Australian Industrial Relations Commission.
(b) All assessment instruments shall be agreed and signed by the
parties to the assessment, provided that where the union which is
party to the award, is not a party to the assessment, it shall be
referred by the Registrar to the union by certified mail and shall
take effect unless an objection is notified to the Registrar within
ten working days.
(6) Review of assessment
The assessment of the applicable percentage should be subject to annual
review or earlier on the basis of a reasonable request for such a
review. The process of review shall be in accordance with the
procedures for assessing capacity under the Supported Wage System.
(7) Other terms and conditions of employment
Where an assessment has been made, the applicable percentage shall
apply to the wage rate only. Employees covered by the provisions of
the clause will be entitled to the same terms and conditions of
employment as all other employees covered by this award, but be paid
at the rate of wage as determined in accordance with this clause.
(8) Workplace adjustment
An employer wishing to employ a person under the provisions of this
clause shall take reasonable steps to make changes in the workplace to
enhance the employee's capacity to do the job. Changes may involve re
design of job duties, working time arrangements and work organisation
in consultation with other employees in the area.
(9) Trial period
(a) In order for an adequate assessment of the employee's capacity to
be made, an employer may employ a person under the provisions of this
clause for a trial period not exceeding twelve weeks, except that in
some cases additional work adjustment time (not exceeding four weeks)
may be needed.
(b) During that trial period the assessment of capacity shall be
undertaken and the proposed wage rate for a continuing employment
relationship shall be determined.
(c) The minimum amount payable to the employee during the trial period
shall be no less than $45.00 per week.
(d) Work trials should include induction or training as appropriate to
the job being trialed.
(e) Where the employer and employee wish to establish a continuing
employment relationship following the completion of the trial period,
a further contract of employment shall be entered into based on the
assessment under subclause (4) of this clause.
(10) The conditions of employment, as agreed, to apply during a trial
period or in a continuing employment relationship shall be documented, a
copy of which shall be provided by the employer to the person employed in
accordance with this clause.
16. - JUNIOR WORKERS
(1) Upon being engaged a junior worker shall establish his full name and
date of birth by the production of a record of his registration of birth
or by such other means as are satisfactory to the employer.
(2) Proportion -
(i) Subject to the following paragraphs the proportion of junior
male employees to adult male employees employed under
classification (b) of the wages schedule shall be not more than
one junior to every three adult male employees, and the proportion
of junior females to adult females shall be not more than two
junior females to every one adult female employed.
(ii) The foregoing shall not necessitate the dismissal of any
person employed at the date of this Order, and it shall not
constitute a breech of this provision if the retaining of existing
staff does not conform to the aforesaid proportion.
(iii) It shall not constitute a breach of paragraph (1) hereof if
the employer can establish that he is not able to obtain the
services of suitable adult labour.
17. - MIXED FUNCTIONS A worker engaged for more than two hours of one day or shift on duties carrying a higher rate than his ordinary classification shall be paid the higher rate for such day or shift. If employed for less than two hours of one day or shift he shall be paid the higher rate for the time so worked.
18. - SHIFT WORK
(1) The provisions of this clause apply to all workers engaged on shift
work.
(2) An employer may, if he so desires, work his establishment on shifts,
but before doing so, shall give notice of his intention to the Union and
of the intended starting and finishing times of ordinary working hours of
the respective shifts.
(3) (a) Where any particular process is carried out on shifts other than
day shift, and less than five consecutive afternoon or five consecutive
night shifts are worked on that process, then the workers employed on such
afternoon or night shifts shall be paid at overtime rates.
(b) The sequence of work shall not be deemed to be broken under the
preceding paragraph by reason of the fact that work on the process is
not carried out on a Saturday or Sunday or any other day that the
employer observes a shut down for the purpose of allowing a 38 hour
week or on any holiday.
(4) Where a shift commences at or after 11.00 p.m. then the whole shift
shall be paid for at the rate which applies to the major portion of the
shift.
(5) A shift worker when on afternoon or night shift shall be paid per shift
of eight hours, a loading at the rate of 15 percent in addition to his
ordinary rate prescribed by this award.
(6) When work is performed on any shift other than day shift the ordinary
working hours prescribed by Clause 6. - Hours, of this award shall be
inclusive of a paid meal interval of 20 minutes.
19. - BREAKDOWNS The employer shall be entitled to deduct payment for any day or portion of a day upon which the worker cannot be usefully employed, because of any strike by the Union or Unions affiliated with it or by any other association or union or through the breakdown of the employer's machinery or any stoppage of work by any cause which the employer cannot reasonably prevent.
20. - CASUAL WORKERS Any worker employed as a casual worker, in accordance with Clause 11. - Contract of Service of this award shall receive twenty per cent in addition to the rate specified for the class of work performed.
21. - POSTING OF AWARD AND UNION NOTICES Every employer shall allow Union Notices, except those which on reasonable grounds he considers objectionable, and a copy of this Award to be posted up by the Union in a place accessible to the workers and approved by the employer.
22. - REST PERIOD A rest period of ten (10) minutes between 10 a.m. and 10.15 a.m., each day shall be given to all workers without deduction of pay.
23. - EXTRA RATES Any employee required to repair canvas goods of all descriptions which are of an unusually dirty or offensive nature shall be paid 37 cents per hour in addition to the ordinary rate.
24. - APPRENTICES
Apprentices may be taken in the ratio of one apprentice for every two or
fraction of two (the fraction being not less than one) tradespersons and
shall not be taken in excess of that ratio unless -
(a) the Union so agrees, or
(b) the W.A. Industrial Commission so determines.
25. - WAGES
(1) The minimum weekly rate of wage payable to an employee covered by this
award shall include the base rate plus the Arbitrated Safety Net
Adjustment expressed hereunder:
+--------+-----------------+-----------+--------+-----------+-------
| | | |Base Rate| Arbitrated
|Minimum |
| | | | | Safety Net |
Rate |
| | | | |Adjustments |
|
+--------+-----------------+-----------+--------+-----------+-------
| | | | $ | $ | $
|
+--------+-----------------+-----------+--------+-----------+-------
|Tradespersons | | | |
|
+--------+-----------------+-----------+--------+-----------+-------
| |Canvas and Vinyl | | 397.60 | 244.30 |
641.90 |
| |Fabricator | | | |
|
+--------+-----------------+-----------+--------+-----------+-------
|Other Classifications | | | |
|
+--------+-----------------+-----------+--------+-----------+-------
|(a) |Bag and sack | | 339.70 | 244.30 |
584.00 |
| |repairing | | | |
|
| |machinist | | | |
|
+--------+-----------------+-----------+--------+-----------+-------
|(b) |Labourers in bag | | 331.50 | 244.30 |
575.80 |
| |and sack repairing| | | |
|
| |sections | | | |
|
+--------+-----------------+-----------+--------+-----------+-------
|(c) |Bag-making | | 336.50 | 244.30 |
580.80 |
| |machinist | | | |
|
+--------+-----------------+-----------+--------+-----------+-------
|(d) |Sailmaker (as | | 369.80 | 244.30 |
614.10 |
| |defined) | | | |
|
+--------+-----------------+-----------+--------+-----------+-------
|(e) |Manufacturer |First six | 346.80 | 244.30 |
591.10 |
| |and/or repair of |months of | | |
|
| |sails and ship's |employment | | |
|
| |gear (including |on such work| | |
|
| |nets, fenders and |- | | |
|
| |rigging) and other| | | |
|
| |articles that | | | |
|
| |require the hand | | | |
|
| |sewing of | | | |
|
| |incomplete ropes | | | |
|
| |by use of palm and| | | |
|
| |needle: | | | |
|
+--------+-----------------+-----------+--------+-----------+-------
| | |Between six | 349.40 | 244.30 |
593.70 |
| | |and twelve | | |
|
| | |months of | | |
|
| | |employment | | |
|
| | |on such work| | |
|
+--------+-----------------+-----------+--------+-----------+-------
| | |After twelve| 354.10 | 244.30 |
598.40 |
| | |months of | | |
|
| | |employment | | |
|
| | |on such work| | |
|
+--------+-----------------+-----------+--------+-----------+-------
|(f) |Manufacture and/or|First six | 339.90 | 244.30 |
584.20 |
| |repair of canvas |months of | | |
|
| |goods of all |employment | | |
|
| |description |on such work| | |
|
| |covered by this | | | |
|
| |award including | | | |
|
| |plastic | | | |
|
| |substitutes for | | | |
|
| |canvas: | | | |
|
+--------+-----------------+-----------+--------+-----------+-------
| | |Between six | 342.60 | 244.30 |
586.90 |
| | |and twelve | | |
|
| | |months of | | |
|
| | |employment | | |
|
| | |on such work| | |
|
+--------+-----------------+-----------+--------+-----------+-------
| | |After twelve| 347.50 | 244.30 |
591.80 |
| | |months of | | |
|
| | |employment | | |
|
| | |on such work| | |
|
+--------+-----------------+-----------+--------+-----------+-------
|g) |Sewing machinist, |First six | 339.90 | 244.30 |
584.20 |
| |cutter or repairer|months of | | |
|
| |of canvas: |employment | | |
|
| | |on such work| | |
|
| | |- | | |
|
+--------+-----------------+-----------+--------+-----------+-------
| | |Between six | 342.60 | 244.30 |
586.90 |
| | |and twelve | | |
|
| | |months of | | |
|
| | |employment | | |
|
| | |on such work| | |
|
+--------+-----------------+-----------+--------+-----------+-------
| | |After twelve| 347.50 | 244.30 |
591.80 |
| | |months of | | |
|
| | |employment | | |
|
| | |on such work| | |
|
+--------+-----------------+-----------+--------+-----------+-------
|(h) |Sewing Machinist |First six | 339.90 | 244.30 |
584.20 |
| |(bag) |months of | | |
|
| | |employment | | |
|
| | |on such work| | |
|
| | |- | | |
|
+--------+-----------------+-----------+--------+-----------+-------
| | |Thereafter | 342.60 | 244.30 |
586.90 |
+--------+-----------------+-----------+--------+-----------+-------
|(i) |All Others | | 342.70 | 244.30 |
587.00 |
+--------+-----------------+-----------+--------+-----------+-------
| | | | | |
|
+--------+-----------------+-----------+--------+-----------+-------
(2) Junior Employees: Junior employees shall receive the prescribed
percentage of the All Others rate per week.
+---------------------+-----
| |% |
+---------------------+-----
| | |
+---------------------+-----
|16 years of age and |50 |
|under | |
+---------------------+-----
|17 years of age |60 |
+---------------------+-----
|18 years of age |70 |
+---------------------+-----
|19 years of age |80 |
+---------------------+-----
|20 years of age |90 |
+---------------------+-----
(3) Apprentices - (Percent of the Tradespersons rate per week)
+-----+--------------------------+-----
|(a) |Four-Year Term | % |
+-----+--------------------------+-----
| | | |
+-----+--------------------------+-----
| |First year | 42 |
+-----+--------------------------+-----
| |Second | 55 |
| |year..................... | |
+-----+--------------------------+-----
| |Third | 75 |
| |year...................... | |
+-----+--------------------------+-----
| |Fourth | 88 |
| |year..................... | |
+-----+--------------------------+-----
| | | |
+-----+--------------------------+-----
|(b) |Three and a Half-Year Term | % |
+-----+--------------------------+-----
| | | |
+-----+--------------------------+-----
| |First six months | 42 |
+-----+--------------------------+-----
| |Next year | 55 |
+-----+--------------------------+-----
| |Next year | 75 |
+-----+--------------------------+-----
| |Final year | 88 |
+-----+--------------------------+-----
| | | |
+-----+--------------------------+-----
|(c) |Three-Year Term | % |
+-----+--------------------------+-----
| | | |
+-----+--------------------------+-----
| |First year | 55 |
+-----+--------------------------+-----
| |Second year | 75 |
+-----+--------------------------+-----
| |Third year | 88 |
+-----+--------------------------+-----
(4)
(a) No employee aged 21 or more shall be paid less than the minimum
adult award wage unless otherwise provided by this clause.
(b) The minimum adult award wage for full-time employees aged 21 or
more is $569.70 per week payable on and from the first pay period on
or after 1 October 2009.
(c) The minimum adult award wage is deemed to include all State Wage
order adjustments from State Wage Case Decisions.
(d) 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.
(e) 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.
(f) 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.
(g) 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.
(h) Subject to this clause the minimum adult award wage shall -
(i) Apply to all work in ordinary hours.
(ii) 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.
(i) 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 2009 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.
(j) Adult Apprentices
(i) Notwithstanding the provisions of this clause, an apprentice,
21 years of age or more, shall not be paid less than $497.60 per
week on and from the commencement of the first pay period on or
after
1 October 2009.
(ii) 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.
(iii) 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.
(iv) 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.
(5) Leading Hands: Any employee placed by the employer in charge of other
employees shall be paid the following rates in addition to their ordinary
rate of wage:
+----------------------------+--------
| |Per Week |
+----------------------------+--------
| | $ |
+----------------------------+--------
| | |
+----------------------------+--------
|In charge of 1 - 5 employees | 26.10 |
+----------------------------+--------
|In charge of 6 - 10 employees| 40.10 |
+----------------------------+--------
|In charge of 11 or more | 51.60 |
|employees | |
+----------------------------+--------
(6) Tool Allowance:
(a) Where an employer does not provide a tradesperson or an apprentice
with the tools ordinarily required by that tradesperson or apprentice
in the performance of their work as a tradesperson or apprentice the
employer shall pay tool allowance of:
(i) $12.30 per week to such tradesperson; or
(ii) in the case of an apprentice a percentage of $12.80 being the
percentage which appears against his/her year of apprenticeship in
subclause (4) of this clause.
for the purpose of such tradesperson or apprentice supplying
and maintaining tools ordinarily required in the performance
of his/her work as a tradesperson or apprentice.
(b) Any tool allowance paid pursuant to paragraph (a) of this subclause
shall be included in, and form part of the ordinary weekly wage
prescribed in this clause.
(c) An employer shall provide for the use of tradespersons or
apprentices all necessary power tools, special purpose tools and
precision measuring instruments.
(d) A tradesperson or apprentice shall replace or pay for any tools
supplied by their employer if lost through their own negligence.
(7) The rates of pay in this award include arbitrated safety net
adjustments available since December 1993, under the Arbitrated Safety Net
Adjustment Principle.
These arbitrated safety net adjustments may be offset against any
equivalent amount in the rate of pay received by employees since 1
November 1991 above the rate prescribed in the Award, except where
such absorption is contrary to the terms of an industrial agreement.
Increases in rates of pay otherwise made under the State Wage Case
Principles, excepting those resulting from enterprise agreements, are
not to be used to offset arbitrated safety net adjustments.
26. - LONG SERVICE LEAVE The long service leave provisions set out in Volume 59 of the Western Australian Industrial Gazette at pages 1 to 6 inclusive are hereby incorporated in and shall be deemed to be part of this award.
27. - DEFINITIONS
Sailmaker means a person who is required to and is capable of designing and
making sails. He must be capable of performing all of the following
functions:
(a) Laying out and cutting of the sails.
(b) Supervise the joining and assembling of the sail, including the
positioning of the batten pockets and cuts the flow to luff and leech
of sail.
(c) Supervise and/or perform the work of ticking ropes to surround the
sail.
(d) Supervise the hand finishing of the sail and be responsible for the
final cut of the sail and will modify the sail if necessary.
Tradesperson means
(a) a person who has satisfactorily completed a recognised
apprenticeship, or
(b) a person who works as a tradesman and is responsible for the
supervision of an apprentice, or
(c) a person who has performed the work of a tradesperson for six or
more years.
28. - BEREAVEMENT LEAVE A worker shall, on the death within Australia of a wife, husband, de-facto wife or de-facto husband, father, father-in-law, mother, mother-in-law, brother, sister, child or stepchild be entitled on notice, to leave up to and including the day of the funeral of such relation and such leave shall be without deduction of pay for a period not exceeding the number of hours worked by the worker in two ordinary working days. Proof of such death shall be furnished by the worker to the satisfaction of his employer. Provided that payment in respect of bereavement leave is to be made only where the worker otherwise would have been on duty and shall not be granted in any case where the worker concerned would have been off duty in accordance with his roster or on long service leave, annual leave, sick leave, workers' compensation, leave without pay or on a public holiday.
29. - FIRST AID Adequate first aid equipment shall be provided in all establishments.
30. - MATERNITY LEAVE
(1) Eligibility for Maternity Leave.
A worker who becomes pregnant shall, upon production to her employer of
a certificate from a duly qualified medical practitioner stating the
presumed date of her confinement, be entitled to maternity leave
provided that she has had not less than 12 months' continuous service
with that employer immediately preceding the date upon which she
proceeds upon such leave.
For the purposes of this clause :
(a) A worker shall include a part-time worker but shall not include a
worker engaged upon casual or seasonal work.
(b) Maternity leave shall mean unpaid maternity leave.
(2) Period of Leave and Commencement of Leave.
(a) Subject to subclauses (3) and (6) hereof, the period of maternity
leave shall be for an unbroken period of from twelve to 52 weeks and
shall include a period of six weeks' compulsory leave to be taken
immediately before the presumed date of confinement and a period of
six weeks' compulsory leave to be taken immediately following
confinement.
(b) A worker shall, not less than 10 weeks prior to the presumed date
of confinement, give notice in writing to her employer stating the
presumed date of confinement.
(c) A worker shall give not less than four weeks' notice in writing to
her employer of the date upon which she proposes to commence maternity
leave, stating the period of leave to be taken.
(d) A worker shall not be in breach of this order as a consequence of
failure to give the stipulated period of notice in accordance with
paragraph (c) hereof if such failure is occasioned by the confinement
occurring earlier than the presumed date.
(3) Transfer to a Safe Job.
Where in the opinion of a duly qualified medical practitioner, illness
or risks arising out of the pregnancy or hazards connected with the
work assigned to the worker make it inadvisable for the worker to
continue at her present work, the worker shall, if the employer deems
it practicable, be transferred to a safe job at the rate and on the
conditions attaching to that job until the commencement of maternity
leave.
If the transfer to a safe job is not practicable, the worker may, or
the employer may require the worker to, take leave for such period as
is certified necessary by a duly qualified medical practitioner. Such
leave shall be treated as maternity leave for the purposes of
subclauses (7), (8), (9) and (10) hereof.
(4) Variation of Period of Maternity Leave.
(a) Provided the addition does not extend the maternity leave beyond 52
weeks, the period may be lengthened once only, save with the agreement
of the employer, by the worker giving not less than 14 days' notice in
writing stating the period by which the leave is to be lengthened.
(b) The period of leave may, with the consent of the employer, be
shortened by the worker giving not less than 14 days' notice in
writing stating the period by which the leave is to be shortened.
(5) Cancellation of Maternity Leave.
(a) Maternity leave, applied for but not commenced, shall be cancelled
when the pregnancy of a worker terminates other than by the birth of a
living child.
(b) Where the pregnancy of a worker then on maternity leave terminates
other than by the birth of a living child, it shall be the right of
the worker to resume work at a time nominated by the employer which
shall not exceed four weeks from the date of notice in writing by the
worker to the employer that she desires to resume work.
(6) Special Maternity Leave and Sick Leave.
(a) Where the pregnancy of a worker not then on maternity leave
terminates after 28 weeks other than by the birth of a living child
then -
(i) she shall be entitled to such period of unpaid leave (to be
known as special maternity leave) as a duly qualified medical
practitioner certifies as necessary before her return to work, or
(ii) for illness other than the normal consequences of confinement
she shall be entitled, either in lieu of or in addition to special
maternity leave, to such paid sick leave as to which she is then
entitled and which a duly qualified medical practitioner certifies
as necessary before her return to work.
(b) Where a worker not then on maternity leave suffers illness related
to her pregnancy, she may take such paid sick leave as to which she is
then entitled and such further unpaid leave (to be known as special
maternity leave) as a duly qualified medical practitioner certifies as
necessary before her return to work, provided that the aggregate of
paid sick leave, special maternity leave and maternity leave shall not
exceed 52 weeks.
(c) For the purposes of subclauses (7), (8) and (9) hereof, maternity
leave shall include special maternity leave.
(d) A worker returning to work after the completion of a period of
leave taken pursuant to this subclause shall be entitled to the
position which she held immediately before proceeding on such leave
or, in the case of a worker who was transferred to a safe job pursuant
to subclause (3), to the position she held immediately before such
transfer.
Where such position no longer exists but there are other positions
available, for which the worker is qualified and the duties of
which she is capable of performing, she shall be entitled to a
position as nearly comparable in status and salary or wage to that
of her former position.
(7) Maternity Leave and Other Leave Entitlements.
(a) A worker may, in lieu of or in conjunction with maternity leave,
take any annual leave or long service leave or any part thereof to
which she is then entitled.
(b) Paid sick leave or other paid authorised award absences (excluding
annual leave or long service leave), shall not be available to a
worker during her absence on maternity leave.
(8) Effect of Maternity Leave on Employment.
Notwithstanding any award or other provision to the contrary, absence
on maternity leave shall not break the continuity of service of a
worker but shall not be taken into account in calculating the period
of service for any purpose of the award.
(9) Termination of Employment.
(a) A worker on maternity leave may terminate her employment at any
time during the period of leave by notice given in accordance with
this award.
(b) An employer shall not terminate the employment of a worker on the
ground of her pregnancy or of her absence on maternity leave, but
otherwise the rights of an employer in relation to termination of
employment are not hereby affected.
(10) Return to Work After Maternity Leave.
(a) A worker shall confirm her intention of returning to her work by
notice in writing to the employer given not less than four weeks prior
to the expiration of her period of maternity leave.
(b) A worker, upon the expiration of the notice required by paragraph
(a) hereof, shall be entitled to the position which she held
immediately before proceeding on maternity leave or, in the case of a
worker who was transferred to a safe job pursuant to subclause (3), to
the position which she held immediately before such transfer. Where
such position no longer exists but there are other positions available
for which the worker is qualified and the duties of which she is
capable of performing, she shall be entitled to a position as nearly
comparable in status and salary or wages to that of her former
position.
(11) Replacement workers.
(a) A replacement worker is a worker specifically engaged as a result
of a workers proceeding on maternity leave.
(b) Before an employer engages a replacement worker under this
subclause, the employer shall inform that person of the temporary
nature of the employment and of the rights of the worker who is being
replaced.
(c) Before an employer engages a person to replace a worker temporarily
promoted or transferred in order to replace a worker exercising her
rights under this clause, the employer shall inform that person of the
temporary nature of the promotion or transfer and of the rights of the
worker who is being replaced.
(d) Provided that nothing in this subclause shall be construed as
requiring an employer to engage a replacement worker.
(e) A replacement worker shall not be entitled to any of the rights
conferred by this clause except where her employment continues beyond
the twelve months qualifying period.
31. - NO REDUCTION Nothing contained in this award shall entitle an employer to reduce the wage of any employee who at 28th April, 1983, is being paid a higher rate of wage than the minimum for his or her class of work.
32. - PAYMENT OF WAGES - 38 HOUR WEEK
(1) Each worker shall be paid the appropriate rate shown in Clause 25. -
Wages of this award. Subject to subclause (2) of this clause payment shall
be pro-rata where less than the full week is worked.
(2) From the date that a 38 hour week system is implemented by a worker,
wages shall be paid as follows:
(a) Actual 38 ordinary hours:
In the case of a worker whose ordinary hours of work are arranged
in accordance with paragraphs (a) or (b) of subclause (1) of
Section B - Implementation of 38 Hour Week of Clause 6. - Hours so
that he works 38 ordinary hours each week, wages shall be paid
weekly or fortnightly according to the actual ordinary hours
worked each week or fortnight.
(b) Average of 38 ordinary hours:
Subject to subclauses (3) and (4) hereof, in the case of a worker
whose ordinary hours of work are arranged in accordance with
paragraphs (c) or (d) of subclause (1) of Section B -
Implementation of 38 Hour Week of Clause 6. - Hours so that he
works an average of 38 ordinary hours each week during a
particular work cycle, wages shall be paid weekly or fortnightly
according to a weekly average of ordinary hours worked even though
more or less than 38 ordinary hours may be worked in any
particular week of the work cycle.
SPECIAL NOTE - EXPLANATION OF AVERAGING SYSTEM:
As provided in paragraph (b) of this subclause a worker whose
ordinary hours may be more or less than 38 in any particular week
of a work cycle, is to be paid his wages on the basis of an
average of 38 ordinary hours so as to avoid fluctuating wage
payments each week. An explanation of the averaging system of
paying wages is set out below:
(i) Section B - Implementation of 38 Hour Week of Clause 6. - Hours
in subclause (1) paragraphs (c) and (d) provides that in
implementing a 38 hour week the ordinary hours of a worker may be
arranged so that he is entitled to a day off, on a fixed day or
rostered day basis, during each work cycle. It is in these
circumstances that the averaging system would apply.
(ii) If the 38 hour week is to be implemented so as to give a
worker a day off in each work cycle this would be achieved if,
during a work cycle of 28 consecutive days (that is, over four
consecutive weeks) the workers' ordinary hours were arranged on
the basis that for three of the four weeks he worked 40 ordinary
hours each week and in the fourth week he worked 32 ordinary
hours. That is, he would work for eight ordinary hours each day,
Monday to Friday inclusive for three weeks and eight ordinary
hours on four days only in the fourth week - a total of 19 days
during the work cycle.
(iii) In such case the averaging system applies and the weekly wage
rates for ordinary hours of work applicable to the employee shall
be the average weekly wage rates set out for the employee's
classification in Clause 25. - Wages of this award, and shall be
paid each week even though more or less than 38 ordinary hours are
worked that week.
In effect, under the averaging system, the employee accrues a
'credit' each day he works actual ordinary hours in excess of
the daily average which would otherwise be seven hours 36
minutes. This 'credit' is carried forward so that in the week
of the cycle that he works on only four days, his actual pay
would be for an average of 38 ordinary hours even though, that
week, he works a total of 32 ordinary hours.
Consequently, for each day an employee works eight ordinary
hours he accrues a 'credit' of 24 minutes (0.4 hours). The
maximum 'credit' the employee may accrue under this system is
0.4 hours on 19 days; that is, a total of seven hours 36
minutes.
(iv) As provided in subclause (3) of this clause, an employee will
not accrue a 'credit' for each day he is absent from duty other
than on annual leave, long service leave, holidays prescribed
under this award, paid sick leave, workers' compensation or
bereavement leave.
(3) Absences from Duty:
(a) An employee whose ordinary hours are arranged in accordance with
paragraphs (c) or (d) of subclause (1) of Section B - Implementation
of 38 Hour Week of Clause 6. - Hours and who is paid wages in
accordance with paragraph (a) of subclause (2) hereof and is absent
from duty (other than on annual leave, long service leave, holidays
prescribed under this award, paid sick leave, workers' compensation or
bereavement leave) shall, for each day he is so absent, lose average
pay for that day calculated by dividing his average weekly wage rate
by 5.
An employee who is so absent from duty for part of a day shall lose
average pay for each hour he is absent by dividing his average
daily pay rate by 8.
(b) Provided that when such an employee is absent from duty for a whole
day he will not accrue a 'credit' because he would not have worked
ordinary hours that day in excess of seven hours and 36 minutes for
which he would otherwise have been paid. Consequently, during the week
of the work cycle he is to work less than 38 ordinary hours he will
not be entitled to average pay for that week. In that week, the
average pay will be reduced by the amount of the 'credit' he does not
accrue for each whole day during the work cycle he is absent.
The amount by which an employee's average weekly pay will be
reduced when he is absent from duty (other than on annual leave,
long service leave, holidays prescribed under this award, paid
sick leave, workers' compensation or bereavement leave) is to be
calculated as follows:
+-------------------+-------+------------------
|Total of 'credits' |X |average weekly pay |
|not accrued during | | |
|cycle | | |
+-------------------+-------+------------------
| |
+-------------------+-------+------------------
| 38 |
+-------------------+-------+------------------
EXAMPLES:
(An employee's ordinary hours are arranged so that he works
eight ordinary hours on five days of each week for three weeks
and eight ordinary hours on four days of the fourth week).
(1) Employee takes one day off without authorisation in first week of cycle.
+-------------+-+--------------------------------------------
|Week of Cycle | |Payment |
+-------------+-+--------------------------------------------
| | | |
+-------------+-+--------------------------------------------
|1st week |= |average weekly pay |
+-------------+-+--------------------------------------------
| | |less one day's pay (ie. 1/5th) |
+-------------+-+--------------------------------------------
| | | |
+-------------+-+--------------------------------------------
|2nd and 3rd |= |average weekly pay each week |
+-------------+-+--------------------------------------------
|weeks | | |
+-------------+-+--------------------------------------------
| | | |
+-------------+-+--------------------------------------------
|4th week |= |average pay |
+-------------+-+--------------------------------------------
| | |less credit not accrued on day of absence |
+-------------+-+--------------------------------------------
| | | |
+-------------+-+--------------------------------------------
| |= |average pay |
+-------------+-+--------------------------------------------
| | |less 0.4 hours x average weekly pay |
+-------------+-+--------------------------------------------
| | |-------------------------------------------- |
+-------------+-+--------------------------------------------
| | |38 |
+-------------+-+--------------------------------------------
(2). Employee takes each of the four days off without authorisation in the
4th week.
+-------------+-+--------------------------------------------
|Week of Cycle | |Payment |
+-------------+-+--------------------------------------------
| | | |
+-------------+-+--------------------------------------------
|1st, 2nd and |= |average pay each week |
+-------------+-+--------------------------------------------
|3rd weeks | | |
+-------------+-+--------------------------------------------
| | | |
+-------------+-+--------------------------------------------
|4th week |= |average pay |
+-------------+-+--------------------------------------------
| | |less 4/5ths of average pay |
+-------------+-+--------------------------------------------
| | |for the four days absent |
+-------------+-+--------------------------------------------
| | |less total of credits not accrued that week |
+-------------+-+--------------------------------------------
| | | |
+-------------+-+--------------------------------------------
| |= |1/5th average pay |
+-------------+-+--------------------------------------------
| | |less 4 x 0.4 hours x average weekly pay |
+-------------+-+--------------------------------------------
| | |-------------------------------------------- |
+-------------+-+--------------------------------------------
| | |38 |
+-------------+-+--------------------------------------------
| | | |
+-------------+-+--------------------------------------------
| |= |1/5th average pay |
+-------------+-+--------------------------------------------
| | |less 1.6 hours x average weekly pay |
+-------------+-+--------------------------------------------
| | |-------------------------------------------- |
+-------------+-+--------------------------------------------
| | |38 |
+-------------+-+--------------------------------------------
(4) Alternative Method of Payment
An alternative method of paying wages to that prescribed by subclauses
(2) and (3) of this clause may be agreed between the employer and the
majority of the employees concerned.
(5) Day Off Coinciding With Pay Day
In the event that an employee, by virtue of the arrangement of his
ordinary working hours, is to take a day off duty on a day which
coincides with pay day, such employee shall be paid no later than the
working day immediately following pay day. Provided that, where the
employer is able to make suitable arrangements, wages may be paid on
the working day preceding pay day.
(6) The employee may be paid his/her wages by cheque or into his/her bank
account. Where the employee is paid wages by electronic funds transfer
then the employer, in agreement with the employees concerned and the
Union, may specify a limited number of sources into which the funds may be
transferred.
(7) Termination of Employment
An employee who lawfully leaves his employment or is dismissed for
reasons other than misconduct shall be paid all moneys due to him at
the termination of his service with the employer.
Provided that in the case of an employee whose ordinary hours are
arranged in accordance with paragraphs (c) or (d) of subclause (1) of
Section B - Implementation of 38 Hour Week and who is paid average pay
and who has not taken the day off due to him during the work cycle in
which his employment is terminated, the wages due to that employee
shall include a total of credits accrued during the work cycle as
detailed in the Special Note following paragraph (b) of subclause (2)
of this clause.
Provided further, where the employee has taken a day off during the
work cycle in which his employment is terminated, the wages due to
that employee shall be reduced by the total of credits which have not
accrued during the work cycle.
(8) Details of Payments to be Given
Where an employee requests his employer to state in writing with
respect to each week's wages the amount of wages to which he is
entitled, the amount of deductions made therefrom, the net amount
being paid to him, and the number of hours worked, the employer shall
do so not less than two hours before the employee is paid.
(9) Calculation of Hourly Rate
Except as provided in subclause (3) of this clause the ordinary rate
per hour shall be calculated by dividing the appropriate weekly rate
by 38.
(10) No deduction shall be made from an employee's wages unless the worker
had authorised such deduction in writing.
33. - HIGHER DUTIES ALLOWANCE
(1) A worker who performs duties which carry a higher minimum rate than
that which such worker usually performs shall be entitled to the higher
minimum rate while so employed.
(2) Where such worker is engaged in the higher grade of work for more than
two hours in any one day, the worker shall be paid the higher rate for the
whole day.
34. - SUPERANNUATION
The superannuation provisions contained herein operate subject to the
requirements of the hereinafter prescribed provision titled - Compliance,
Nomination and Transition.
(1) Employer Contributions:
(a) An employer shall contribute 9% of ordinary time earnings per
eligible employee into one of the following Approved Superannuation
Funds:
(i) Westscheme; or
(ii) an exempted Fund allowed by subclause (4) of this clause.
(b) Except where the Trust Deed provides otherwise employer
contributions shall be paid on a monthly basis for each week of
service that the eligible employee completes with the employer.
(c) No contributions shall be made for periods of unpaid leave, or
unauthorised absences in excess of 38 ordinary hours or for periods of
workers' compensation in excess of 52 weeks. No contributions shall be
made in respect of annual leave paid out on termination or any other
payments on terminations.
(2) Fund Membership:
(a) Contributions in accordance with subclause (1) - Employer
Contributions of this clause, shall be calculated by the employer on
behalf of each employee from the date one month after the employee
commences employment, unless the employee fails to return a completed
application to join the Fund and the employer has complied with the
following:
(i) the employer shall provide the employee with an application to
join the Fund and documentation explaining the Fund within one
week of employment commencing.
(ii) If the employee fails to return to the employer a completed
application to join the Fund within two weeks of receipt, the
employer shall send to the employee by certified mail, a letter
setting out relevant superannuation information, the letter of
denial set out in subclause (6) of this clause and an application
to join the Fund.
(iii) Where the employee completes and returns the letter of
denial, no contribution need be made on that employee's behalf.
(iv) Where the employee completes and returns neither the
application to join the Fund nor the letter of denial within one
week of postage, the employer shall advise either the Union or the
Fund Administrator in writing of the employee's failure to return
the completed form.
(v) From two weeks following the employer's advice pursuant to
paragraph (iv) should the employee not have returned the completed
form the employer shall be under no obligation to make
superannuation payments on behalf of that employee.
Provided that if at any time an employee returns a signed
application form, notwithstanding a previous failure to return
such form or the return of a letter of denial, the employer
shall make contributions on behalf of that employee from the
date of return of the signed application form.
(b) Part-time employees shall not be entitled to receive the employer
contribution mentioned in subclause (1) - Employer Contributions of
this clause, unless they work a minimum of 12 hours per week.
(c) Casual employees who are employed for 32 consecutive working days
or less shall not be entitled to the benefits of this clause.
(3) Definitions:
Approved Fund shall mean any Fund which complies with the Australian
Government's Operational Standards for Occupational Superannuation.
Ordinary time earnings shall mean the salary, wage or other
remuneration regularly received by the employee in respect of the time
worked in ordinary hours and shall include shift work penalties,
payments which are made for the purpose of District or Location
Allowances or any other rate paid for all purposes of the award to
which the employee is entitled for ordinary hours of work. Provided
that ordinary time earnings shall not include any payment which is for
vehicle allowances, fares or travelling time allowances (including
payments made for travelling related to distant work), commission or
bonus.
(4) Exemptions:
Exemptions from the requirements of this clause shall apply to an
employer who at the date of this Order:
(a) was contributing to a Superannuation Fund, in accordance with an
Order of an industrial tribunal; or
(b) was contributing to a Superannuation Fund, in accordance with an
Order or Award of an industrial tribunal, for a majority of employees
and makes payment for employees covered by this award in accordance
with that Order or Award; or
(c) subject to notification to the Union, was contributing to a
Superannuation Fund for employees covered by this award where such
payments are not made pursuant to an Order of an industrial tribunal;
or
(d) was not contributing to a Superannuation Fund for employees covered
by this award; and
(i) written notice of the proposed alternative Superannuation Fund
is given to the Union; and
(ii) contributions and benefits of the proposed alternative
Superannuation Fund are no less than those provided by this
clause; and
(iii) within one month of the notice prescribed in paragraph (i)
being given, the Union has not challenged the suitability of the
proposed Fund by notifying the Western Australian Industrial
Relations Commission of a dispute.
(5) Operative Date:
This clause shall operate from the beginning of the first pay period
commencing on or after the 1st day of July, 1989.
(6) Letter of Denial:
The letter of denial shall be in the following form:
To (employer)
I have received an application for membership of the non-contributory
Superannuation Fund and understand:
(1) that should I sign such form you will make contributions on my behalf;
and
(2) that I am not required to make contributions of my own; and
(3) that no deductions will be made from my wages for superannuation
without my consent.
However, I do not wish to be a member of the Fund or have contributions
made on my behalf.
_______________________
(Signature)
_______________________
(Name)
_______________________
(Address)
_______________________
(Classification)
________________________
(Date)
Compliance, Nomination and Transition
Notwithstanding anything contained elsewhere herein which
requires that contribution be made to a superannuation
fund or scheme in respect of an employee, on and from 30
June 1998 -
(a) Any such fund or scheme shall no longer be a complying
superannuation fund or scheme for the purposes of this clause unless -
(i) the fund or scheme is a complying fund or scheme within the
meaning of the Superannuation Guarantee (Administration) Act 1992
of the Commonwealth; and
(ii) under the governing rules of the fund or scheme, contributions
may be made by or in respect of the employee permitted to nominate
a fund or scheme;
(b) The employee shall be entitled to nominate the complying
superannuation fund or scheme to which contributions are to be made by
or in respect of the employee;
(c) The employer shall notify the employee of the entitlement to
nominate a complying superannuation fund or scheme as soon as
practicable;
(d) A nomination or notification of the type referred to in paragraphs
(b) and (c) of this subclause shall, subject to the requirements of
regulations made pursuant to the Industrial Relations Legislation
Amendment and Repeal Act 1995, be given in writing to the employer or
the employee to whom such is directed;
(e) The employee and employer shall be bound by the nomination of the
employee unless the employee and employer agree to change the
complying superannuation fund or scheme to which contributions are to
be made;
(f) The employer shall not unreasonably refuse to agree to a change of
complying superannuation fund or scheme requested by a employee;
Provided that on and from 30 June 1998, and until an employee
thereafter nominates a complying superannuation fund or scheme -
(g) if one or more complying superannuation funds or schemes to which
contributions may be made be specified herein, the employer is
required to make contributions to that fund or scheme, or one of those
funds or schemes nominated by the employer;
or
(h) if no complying superannuation fund or scheme to which
contributions may be made be specified herein, the employer is
required to make contributions to a complying fund or scheme nominated
by the employer.
35. - AWARD MODERNISATION AND ENTERPRISE CONSULTATION
(1) The parties to this award are committed to co-operating positively to
increase the efficiency and productivity of the industry to enhance the
career opportunities and job security of employees in the industry.
(2) At each plant or enterprise a consultative mechanism may be established
by the employer, or shall be established upon request by the employees or
their Union. The consultative mechanism and procedure shall be appropriate
to the size, structure and needs of that plant or enterprise.
(3) Where a consultative committee is established, it will be free to
address any matter which is consistent with the objectives of subclause
(1) of this clause.
(4) Discussions that take place will have regard to the following
requirements:
(a) the changes sought shall not affect provisions reflecting State
standards;
(b) the majority of employees affected by the change at the plant or
enterprise must genuinely agree to the change;
(c) any agreement shall not, in the context of a total package, provide
for a set of conditions of a lesser standard than that provided by the
award and no employee shall have a lesser income as a result of the
conditions provided for in such agreement;
(d) the Union must be a party to any agreement which affects the wages
and/or conditions of employment of employees;
(e) the Union shall not unreasonably oppose any agreement;
(f) any agreement relating to award matters shall be subject to
approval by the Western Australian Industrial Relations Commission
and, if approved, shall operate as a schedule to this award and take
precedence over any provision of this award to the extent of any
inconsistency;
(g) if agreement cannot be reached on a particular issue, then the
matter may be referred to the Western Australian Industrial Relations
Commission for determination.
APPENDIX - RESOLUTION OF DISPUTES REQUIREMENT
(1) This Appendix is inserted into the award/industrial agreement as a
result of legislation which came into effect on 16 January 1996
(Industrial Relations Legislation Amendment and Repeal Act 1995) and
further varied by legislation which came into effect on 23 May 1997
(Labour Relations Legislation Amendment Act 1997).
(2) Subject to this appendix, and in addition to any current arrangements
the following procedures shall apply in connection with questions,
disputes or difficulties arising under this award/industrial agreement.
(a) The persons directly involved, or representatives of person/s
directly involved, shall discuss the question, dispute or difficulty
as soon as is practicable.
(b) (i) If these discussions do not result in a settlement, the
question, dispute or difficulty shall be referred to senior management
for further discussion.
(ii) Discussions at this level will take place as soon as
practicable.
(3) The terms of any agreed settlement should be jointly recorded.
(4) Any settlement reached which is contrary to the terms of this
award/industrial agreement shall not have effect unless and until that
conflict is resolved to allow for it.
(5) Nothing in this appendix shall be read so as to exclude an organisation
party to or bound by the award/industrial agreement from representing its
members.
(6) Any question, dispute or difficulty not settled may be referred to the
Western Australian Industrial Relations Commission provided that with
effect from 22 November 1997 it is required that persons involved in the
question, dispute or difficulty shall confer among themselves and make
reasonable attempts to resolve questions, disputes or difficulties before
taking those matters to the Commission.
SCHEDULE A - PARTIES TO THE AWARD The following organization is a party to this award: The Australian Liquor, Hospitality and Miscellaneous Workers Union, Western Australian Branch.
SCHEDULE B - RESPONDENTS Acme Canvas Workers (No longer in business) Colquhoun's Fremantle Bag Co. Joyce Bros. W.A. Pty Ltd M. Morris & Co. (No longer in business) Rolly Tasker (No longer in business) J Gadsden Pty Ltd Westralian Farmers Co-Operative Ltd
V A R I A T I O N R E C O R D +----------+-------------------+----------+-----------+------------- | | | | | BAG, SACK AND TEXTILE AWARD | | | | NO. 3 OF 1960 | | | | | +----------+-------------------+----------+-----------+------------- | | +----------+-------------------+----------+-----------+------------- | Delivered 04/11/60 at 40 WAIG 638 | +----------+-------------------+----------+-----------+------------- | Section 93(6) Consolidation 07/10/77 at 57 WAIG 1525 | +----------+-------------------+----------+-----------+------------- | Section 93(6) Consolidation 22/12/94 at 75 WAIG 245 | +----------+-------------------+----------+-----------+------------- | | +----------+-------------------+----------+-----------+------------- |CLAUSE NO. |EXTENT OF VARIATION |ORDER NO. |OPERATIVE |GAZETTE | | | | |DATE |REFERENCE | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |1. Title | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |(1A. State Wage Principles) | +----------+-------------------+----------+-----------+------------- | |Ins. Cl. |1752/91 |31/01/92 |72 WAIG 191 | +----------+-------------------+----------+-----------+------------- | |Cl. & Title |1457/93 |24/12/93 |74 WAIG 198 | +----------+-------------------+----------+-----------+------------- |(1A. State Wage Principles December 1993) | +----------+-------------------+----------+-----------+------------- | |Cl. & Title |985/94 |30/12/94 |75 WAIG 23 | +----------+-------------------+----------+-----------+------------- |(1A. Statement of Principles December 1994) | +----------+-------------------+----------+-----------+------------- | |Cl. & Title |1164/95 |21/03/96 |76 WAIG 911 | +----------+-------------------+----------+-----------+------------- |(1A. Statement of Principles March 1996) | +----------+-------------------+----------+-----------+------------- | |Cl & Title |915/96 |7/08/96 |76 WAIG 3368 | +----------+-------------------+----------+-----------+------------- |(1A Statement of Principles - August 1996) | +----------+-------------------+----------+-----------+------------- | |Cl & Title |940/97 |14/11/97 |77 WAIG 3177 | +----------+-------------------+----------+-----------+------------- |(1A. Statement of Principles - November 1997) | +----------+-------------------+----------+-----------+------------- | |Cl & Title |757/98 |12/06/98 |78 WAIG 2579 | +----------+-------------------+----------+-----------+------------- |(1A. Statement of Principles - June, 1998) | +----------+-------------------+----------+-----------+------------- | |Del Cl. |609/99 |06/07/99 |79 WAIG 1847 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |2. Arrangement | +----------+-------------------+----------+-----------+------------- | |Ins 30. |345/78 |21/01/80 |60 WAIG 409 | +----------+-------------------+----------+-----------+------------- | |Ins 24 & 31. |244/88 |01/06/83 |63 WAIG 1441 | +----------+-------------------+----------+-----------+------------- | |Ins. 32. |997/82 |25/07/84 |64 WAIG 1522 | +----------+-------------------+----------+-----------+------------- | |Ins. 33. |925/84 |25/02/85 |65 WAIG 438 | +----------+-------------------+----------+-----------+------------- | |Ins. 34. |69/85 |04/07/85 |65 WAIG 1331 | +----------+-------------------+----------+-----------+------------- | |Del. 34. |1333/87 |16/12/87 |68 WAIG 385 | +----------+-------------------+----------+-----------+------------- | |Ins 2A. |969/88 |22/09/88 |69 WAIG 1491 | +----------+-------------------+----------+-----------+------------- | |Ins 34. |217/89 |01/07/89 |69 WAIG 2375 | +----------+-------------------+----------+-----------+------------- | |Del. 2A. |1940/89 |08/09/89 |69 WAIG 2913 | +----------+-------------------+----------+-----------+------------- | |Ins. 2A |1381/89(R) |18/12/89 |70 WAIG 758 | +----------+-------------------+----------+-----------+------------- | |Ins. 35. |127/90(R2) |20/12/90 |71 WAIG 659 | +----------+-------------------+----------+-----------+------------- | |Cl. |1397/91 |18/12/91 |72 WAIG 101 | +----------+-------------------+----------+-----------+------------- | |Ins. 1A. |1752/91 |31/01/92 |72 WAIG 191 | +----------+-------------------+----------+-----------+------------- | |Del. 2A; Ins. Sch. |1891/91 |25/02/92 |72 WAIG 782 | | |of Resp. | | | | +----------+-------------------+----------+-----------+------------- | |Del Sch. I, Ins Sch.|544/93 |05/05/93 |73 WAIG 1637 | | |A & B | | | | +----------+-------------------+----------+-----------+------------- | |1A. Title |1457/93 |24/12/93 |74 WAIG 198 | +----------+-------------------+----------+-----------+------------- | |1A. Title |985/94 |30/12/94 |75 WAIG 23 | +----------+-------------------+----------+-----------+------------- | |1A. Title |1164/95 |21/03/96 |76 WAIG 911 | +----------+-------------------+----------+-----------+------------- | |Ins. Appendix - |693/96 |16/07/96 |76 WAIG 2768 | | |Resolution... | | | | +----------+-------------------+----------+-----------+------------- | |Ins. Appendix - |694/96 |16/07/96 |76 WAIG 2789 | | |S.49B... | | | | +----------+-------------------+----------+-----------+------------- | |1A. Title |915/96 |7/08/96 |76 WAIG 3368 | +----------+-------------------+----------+-----------+------------- | |15. Title |1752/96 |06/03/97 |77 WAIG 975 | +----------+-------------------+----------+-----------+------------- | |1A |940/97 |14/11/97 |77 WAIG 3177 | +----------+-------------------+----------+-----------+------------- | |Del. App S49B - |491/98 |16/04/98 |78 WAIG 1471 | | |Inspect | | | | +----------+-------------------+----------+-----------+------------- | |1A |757/98 |12/06/98 |78 WAIG 2579 | +----------+-------------------+----------+-----------+------------- | |Del. 1A |609/99 |06/07/99 |79 WAIG 1847 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |(2A. State Wage Principles - September 1988) | +----------+-------------------+----------+-----------+------------- | |Ins. Cl. |969/88 |22/09/88 |69 WAIG 1491 | +----------+-------------------+----------+-----------+------------- | |Deleted |1940/89 |08/09/89 |69 WAIG 2913 | +----------+-------------------+----------+-----------+------------- |(2A. State Wage Principles - September 1989) | +----------+-------------------+----------+-----------+------------- | |Ins. Cl. |1381/89(R) |18/12/89 |70 WAIG 758 | +----------+-------------------+----------+-----------+------------- | |Cl. & title |1397/91 |18/12/91 |72 WAIG 101 | +----------+-------------------+----------+-----------+------------- |(2A. State Wage Principles - June 1991) | +----------+-------------------+----------+-----------+------------- | |Del. |1891/91 |25/02/92 |72 WAIG 782 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |3. Scope | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |4. Area | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |5. Term | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |6. Hours | +----------+-------------------+----------+-----------+------------- | |Cl. |997/82 |25/07/84 |64 WAIG 1522 | +----------+-------------------+----------+-----------+------------- | |(1)-Section A |1018/87 |01/11/88 |69 WAIG 2108 | +----------+-------------------+----------+-----------+------------- | |(6) Section B |1381/89(R) |18/12/89 |70 WAIG 758 | +----------+-------------------+----------+-----------+------------- | |Ins. (1)(h) Section |127/90(R2) |20/12/90 |71 WAIG 659 | | |A | | | | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |7. Overtime | +----------+-------------------+----------+-----------+------------- | |Cl. |997/82 |25/07/84 |64 WAIG 1522 | +----------+-------------------+----------+-----------+------------- | |Cl. |925/84 |25/02/85 |65 WAIG 438 | +----------+-------------------+----------+-----------+------------- | |Ins. (4) |127/90(R2) |20/12/90 |71 WAIG 659 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |8. Holidays | +----------+-------------------+----------+-----------+------------- | |(5) |1381/89(R) |18/12/89 |70 WAIG 758 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |8A Annual Leave | +----------+-------------------+----------+-----------+------------- | |Ins. (10) |511/78 |24/05/79 |59 WAIG 752 | +----------+-------------------+----------+-----------+------------- | |Del. (10) |321/79 |18/12/79 |60 WAIG 52 | +----------+-------------------+----------+-----------+------------- | |(4) |997/82 |25/07/84 |64 WAIG 1522 | +----------+-------------------+----------+-----------+------------- | |Cl. |49/83 |14/09/84 |64 WAIG 1752 | +----------+-------------------+----------+-----------+------------- | |Ins. (11) & (12) |1381/89(R) |18/12/89 |70 WAIG 758 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |9. Absence through Sickness | +----------+-------------------+----------+-----------+------------- | |Cl. |511/78 |24/05/79 |59 WAIG 752 | +----------+-------------------+----------+-----------+------------- | |Cl. |321/79 |18/12/79 |60 WAIG 52 | +----------+-------------------+----------+-----------+------------- | |Cl. |997/82 |25/07/84 |64 WAIG 1522 | +----------+-------------------+----------+-----------+------------- | |(3) |1018/87 |01/11/88 |69 WAIG 2108 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |10. Time and Wages Record | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |11. Contract of Service | +----------+-------------------+----------+-----------+------------- | |Cl. |1018/87 |01/11/88 |69 WAIG 2108 | +----------+-------------------+----------+-----------+------------- | |Cl. |1381/89(R) |18/12/89 |70 WAIG 758 | +----------+-------------------+----------+-----------+------------- | |Ins. (6) |1397/91 |18/12/91 |72 WAIG 101 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |12 Meal Money | +----------+-------------------+----------+-----------+------------- | |Cl. |49/83 |14/09/84 |64 WAIG 1752 | +----------+-------------------+----------+-----------+------------- | |Cl. |1107/85 |14/03/86 |66 WAIG 517 | +----------+-------------------+----------+-----------+------------- | |Amounts |127/90(R2) |20/12/90 |71 WAIG 659 | +----------+-------------------+----------+-----------+------------- | |Amounts |1385/96 |12/11/96 |76 WAIG 4976 | +----------+-------------------+----------+-----------+------------- | |Cl. |663/00 |16/11/00. |80 WAIG 5518 | +----------+-------------------+----------+-----------+------------- | |Cl. |1038/01 |08/01/02 |82 WAIG 235 | +----------+-------------------+----------+-----------+------------- | |Cl |993/02 |28/01/03 |83 WAIG 493 | +----------+-------------------+----------+-----------+------------- | |Cl |671/03 |11/3/05 |85 WAIG 1104 | +----------+-------------------+----------+-----------+------------- | |Cl |132/06 |14/02/07 |87 WAIG 364 | +----------+-------------------+----------+-----------+------------- | |Cl |95/08 |09/12/08 |89 WAIG 133 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |13 Right of Entry | +----------+-------------------+----------+-----------+------------- | |Ins. Text |2053(1)/97 |22/11/97 |77 WAIG 3138 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |14. Board of Reference | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |(15. Under Rate Workers) | +----------+-------------------+----------+-----------+------------- | |Cl. & Title |1752/96 |06/03/97 |77 WAIG 975 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |15. Supported Wage System | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |16. Junior Workers | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |17. Mixed Functions | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |18. Shift Work | +----------+-------------------+----------+-----------+------------- | |Cl. |997/82 |25/07/84 |64 WAIG 1552 | +----------+-------------------+----------+-----------+------------- | |Cl. |49/83 |14/09/84 |64 WAIG 1752 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |19. Break-downs | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |20. Casual Workers | +----------+-------------------+----------+-----------+------------- | |Cl. |1018/87 |01/11/88 |69 WAIG 2108 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |21. Posting of Awards and Union Notices | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |22. Rest Period | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |23. Extra Rates | +----------+-------------------+----------+-----------+------------- | |Cl. |49/83 |14/09/84 |64 WAIG 1752 | +----------+-------------------+----------+-----------+------------- | |Cl. |1107/85 |12/03/86 |66 WAIG 517 | +----------+-------------------+----------+-----------+------------- | |Amounts |127/90(R2) |20/12/90 |71 WAIG 659 | +----------+-------------------+----------+-----------+------------- | |Amounts |1385/96 |12/11/96 |76 WAIG 4976 | +----------+-------------------+----------+-----------+------------- | |Cl |889/99 |04/11/99 |79 WAIG 3402 | +----------+-------------------+----------+-----------+------------- | |Cl. |663/00 |16/11/00. |80 WAIG 5518 | +----------+-------------------+----------+-----------+------------- | |Cl. |1038/01 |08/01/02 |82 WAIG 235 | +----------+-------------------+----------+-----------+------------- | |Cl |993/02 |28/01/03 |83 WAIG 493 | +----------+-------------------+----------+-----------+------------- | |Cl |671/03 |11/3/05 |85 WAIG 1104 | +----------+-------------------+----------+-----------+------------- | |Cl |132/06 |14/02/07 |87 WAIG 364 | +----------+-------------------+----------+-----------+------------- | |Cl |95/08 |09/12/08 |89 WAIG 133 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |24. Apprentices | +----------+-------------------+----------+-----------+------------- | |Ins Cl. |244/83 |01/06/83 |63 WAIG 1441 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |25. Wages | +----------+-------------------+----------+-----------+------------- | |Cl. |419/80 |14/07/80 |60 WAIG 1327 | +----------+-------------------+----------+-----------+------------- | |Cl. |19/81 |09/01/81 |61 WAIG 153 | +----------+-------------------+----------+-----------+------------- | |Cl. |555/80 |09/01/81 |61 WAIG 356 | +----------+-------------------+----------+-----------+------------- | |Cl. |408/82 |24/11/82 |62 WAIG 3006 | +----------+-------------------+----------+-----------+------------- | |Cl. |244/83 |01/06/83 |63 WAIG 1441 | +----------+-------------------+----------+-----------+------------- | |(7) |49/83 |14/09/84 |64 WAIG 1752 | +----------+-------------------+----------+-----------+------------- | |Cl. |969/88 |22/09/88 |69 WAIG 1491 | +----------+-------------------+----------+-----------+------------- | |Cl. |1018/87 |01/11/88 |69 WAIG 2108 | +----------+-------------------+----------+-----------+------------- | |Min. Wage $248.80 |1940/89 |08/09/89 |69 WAIG 2913 | +----------+-------------------+----------+-----------+------------- | |Cl. |1381/89(R) |18/12/89 |70 WAIG 758 | +----------+-------------------+----------+-----------+------------- | |(1) & (2) |2475/89 |22/11/89 |70 WAIG 1393 | +----------+-------------------+----------+-----------+------------- | |(1);(2);(6);(7) |127/90(R2) |20/12/90 |71 WAIG 659 | +----------+-------------------+----------+-----------+------------- | |Min Wage $268.80 |1309 & |24/09/91 |71 WAIG 2748 | | | |1310/91 | | | +----------+-------------------+----------+-----------+------------- | |(1);(2);(6); & |1397/91 |18/12/91 |72 WAIG 101 | | |(7)(a) | | | | +----------+-------------------+----------+-----------+------------- | |Min. Wage $275.50 |415A/92 |30/11/92 |73 WAIG 4 | +----------+-------------------+----------+-----------+------------- | |(1);(2)renumber |1544/93 |31/01/94 |74 WAIG 901 | | |exist as | | | | | |(2);(3);(4);(5);(6) | | | | +----------+-------------------+----------+-----------+------------- | |Cl |1100/94 |31/03/95 |75 WAIG 2151 | +----------+-------------------+----------+-----------+------------- | |(1);(4); Del |312/96 |21/05/96 |76 WAIG 2392 | | |(7)(a)&(b) - Ins (7)| | | | +----------+-------------------+----------+-----------+------------- | |Amounts - (5); & |1385/96 |12/11/96 |76 WAIG 4976 | | |(6)(ii) | | | | +----------+-------------------+----------+-----------+------------- | |(7) Rates & Ins. |940/97 |14/11/97 |77 WAIG 3177 | | |Text | | | | +----------+-------------------+----------+-----------+------------- | |(4) Min Wage Prov |940/97 |14/11/97 |77 WAIG 3177 | +----------+-------------------+----------+-----------+------------- | |(1), (4), (5), (7), |1094/98 |20/07/98 |79 WAIG 79 | | |ins. (8) & (9) | | | | +----------+-------------------+----------+-----------+------------- | |(1) Rates, |609/99 |01/08/99 |79 WAIG 1847 | | |(4)(a)(b)(d)(h) - | | | | | |Min Wage & text, (9)| | | | | |ins text. | | | | +----------+-------------------+----------+-----------+------------- | |(5)&(6) |889/99 |04/11/99 |79 WAIG 3402 | +----------+-------------------+----------+-----------+------------- | |Cl |654/00 |01/08/00 |80 WAIG 3379 | +----------+-------------------+----------+-----------+------------- | |(5) & (6) |663/00 |16/11/00. |80 WAIG 5518 | +----------+-------------------+----------+-----------+------------- | |Cl |752/01 |01/08/01 |80 WAIG 1721 | +----------+-------------------+----------+-----------+------------- | |(5) & (6) |1038/01 |08/01/02 |82 WAIG 235 | +----------+-------------------+----------+-----------+------------- | |(1), (4) |797/02 |01/08/02 |82 WAIG 1369 | +----------+-------------------+----------+-----------+------------- | |(5) & (6) |993/02 |28/01/03 |83 WAIG 493 | +----------+-------------------+----------+-----------+------------- | |Cl. |569/03 |5/06/03 |83 WAIG 1899 &| | | | | |1965 | +----------+-------------------+----------+-----------+------------- | |(4)(9) |1197/03 |1/11/03 |83 WAIG 3537 | +----------+-------------------+----------+-----------+------------- | |Cl |570/04 |4/06/04 |84 WAIG 1521 &| | | | | |1571 | +----------+-------------------+----------+-----------+------------- | |(5) & (6) |671/03 |11/3/05 |85 WAIG 1104 | +----------+-------------------+----------+-----------+------------- | |Cl. |576/05 |07/07/05 |85 WAIG 2083 &| | | | | |2145 | +----------+-------------------+----------+-----------+------------- | |Cl. |957/05 |07/07/06 |86 WAIG 1631 &| | | | | |1694 | | | | | | | | | | | | | +----------+-------------------+----------+-----------+------------- | |(5) & (6) |132/06 |14/02/07 |87 WAIG 364 | +----------+-------------------+----------+-----------+------------- | |Cl. |1/07 |01/07/07 |87 WAIG 1487 &| | | | | |1555 | +----------+-------------------+----------+-----------+------------- | |Cl |115/07 |01/07/08 |88 WAIG 773 & | | | | | |828 | +----------+-------------------+----------+-----------+------------- | |(5) & (6) |95/08 |09/12/08 |89 WAIG 133 | +----------+-------------------+----------+-----------+------------- | |Cl |1/09 |01/10/09 |89 WAIG 735 & | | | | | |1240 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |26. Long Service Leave | +----------+-------------------+----------+-----------+------------- | |Cl - Gen Order - as | | |59 WAIG 1-6 | | |Consolidated CIC Dec| | | | | |15 1977 | | | | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |27. Definitions | +----------+-------------------+----------+-----------+------------- | |Ins. Def |244/83 |01/06/83 |63 WAIG 1441 | | |'Tradesperson' | | | | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |28. Bereavement Leave | +----------+-------------------+----------+-----------+------------- | |Cl. |49/83 |14/09/84 |64 WAIG 1752 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |29. First Aid | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |30. Maternity Leave | +----------+-------------------+----------+-----------+------------- | |Ins Cl. |345/78 |21/01/80 |60 WAIG 409 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |31. No Reduction | +----------+-------------------+----------+-----------+------------- | |Ins Cl. |244/83 |01/06/83 |63 WAIG 1441 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |32. Payment of Wages - 38 Hour Week | +----------+-------------------+----------+-----------+------------- | |Ins. Cl. |997/82 |25/07/84 |64 WAIG 1552 | +----------+-------------------+----------+-----------+------------- | |(10) |49/83 |14/09/84 |64 WAIG 1752 | +----------+-------------------+----------+-----------+------------- | |(6) |1381/89(R) |18/12/89 |70 WAIG 758 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |33. Higher Duties Allowance | +----------+-------------------+----------+-----------+------------- | |Ins. Cl. |925/84 |25/02/85 |65 WAIG 438 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |(34. Junior Employees - Special Orders) | +----------+-------------------+----------+-----------+------------- | |Ins. Cl. |69/85 |04/07/85 |65 WAIG 1331 | +----------+-------------------+----------+-----------+------------- | |Del. Cl. |1333/87 |16/12/87 |68 WAIG 385 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |34. Superannuation | +----------+-------------------+----------+-----------+------------- | |Ins Cl. |217/89 |01/07/89 |69 WAIG 2375 | +----------+-------------------+----------+-----------+------------- | |Ins. Text |599/98 |30/06/98 |78 WAIG 2559 | +----------+-------------------+----------+-----------+------------- | |(1)(a) |993/02 |28/01/03 |83 WAIG 493 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |(35. Structural Efficiency) | +----------+-------------------+----------+-----------+------------- | |Ins Cl. |127/90(R2) |20/12/90 |71 WAIG 659 | +----------+-------------------+----------+-----------+------------- | |Cl. & title |1397/91 |18/12/91 |72 WAIG 101 | +----------+-------------------+----------+-----------+------------- |35. Award Modernisation and Enterprise Consultation | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |Appendix - Resolution of Disputes Requirement | +----------+-------------------+----------+-----------+------------- | |Ins. Appendix |693/96 |16/07/96 |76 WAIG 2768 | +----------+-------------------+----------+-----------+------------- | |(1),(6), Del. (7) |2053/97 |22/11/97 |77 WAIG 3079 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |Schedule A - Parties to the Award | +----------+-------------------+----------+-----------+------------- | |Ins. Sch. |544/93 |05/05/93 |73 WAIG 1637 | +----------+-------------------+----------+-----------+------------- | |Text |889/99 |04/11/99 |79 WAIG 3402 | +----------+-------------------+----------+-----------+------------- | |Ins. Sch.. |663/00 |15/11/00. |80 WAIG 5518 | +----------+-------------------+----------+-----------+------------- | | | | | | +----------+-------------------+----------+-----------+------------- |(Respondents) | +----------+-------------------+----------+-----------+------------- | |Sch. & title |1891/91 |25/02/92 |72 WAIG 782 | +----------+-------------------+----------+-----------+------------- |(Schedule I - Respondents) | +----------+-------------------+----------+-----------+------------- | |Rename Sch. |544/93 |05/05/93 |73 WAIG 1637 | +----------+-------------------+----------+-----------+------------- |Schedule B - Respondents | +----------+-------------------+----------+-----------+------------- |(Appendix - S.49B - Inspection of Records Requirements) | +----------+-------------------+----------+-----------+------------- | |Ins. Appendix |694/96 |16/07/96 |76 WAIG 2789 | +----------+-------------------+----------+-----------+------------- | |(1) ins. Text |2053/97 |22/11/97 |77 WAIG 3138 | +----------+-------------------+----------+-----------+------------- | |Delete App. |491/98 |16/04/98 |78 WAIG 1471 | +----------+-------------------+----------+-----------+------------- | |Ins. Sch.. |663/00 |15/11/00. |80 WAIG 5518 | +----------+-------------------+----------+-----------+------------- | |Correcting Order |663/00 |20/11/00 |80 WAIG 5677 | +----------+-------------------+----------+-----------+-------------