1
Fair Work Act 2009
s.185—Enterprise agreement
Chubb Fire & Security Pty Ltd
(AG2021/5189)
CHUBB FIRE & SECURITY PTY LTD NSW SPRINKLER FITTER
COLLECTIVE AGREEMENT –2020 - 2023
Plumbing industry
DEPUTY PRESIDENT DEAN CANBERRA, 27 MAY 2021
Application for approval of the Chubb Fire & Security Pty Ltd NSW Sprinkler Fitter
Collective Agreement –2020 - 2023.
[1] An application has been made for approval of an enterprise agreement known as the
Chubb Fire & Security Pty Ltd NSW Sprinkler Fitter Collective Agreement –2020 - 2023 (the
Agreement). The application was made pursuant to s.185 of the Fair Work Act 2009 (the Act).
It has been made by Chubb Fire & Security Pty Ltd. The Agreement is a single enterprise
agreement.
[2] Pursuant to s.202(4) of the Act, the model flexibility term prescribed by the Fair Work
Regulations 2009 is taken to be a term of the Agreement
[3] The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing
and Allied Services Union of Australia, being a bargaining representative for the Agreement,
has given notice under s.183 of the Act that it wants the Agreement to cover it. In accordance
with s.201(2) I note that the Agreement covers the organisation.
[4] The Agreement is approved and, in accordance with s.54 of the Act, will operate from
3 June 2021. The nominal expiry date of the Agreement is 5 May 2023.
DEPUTY PRESIDENT
[2021] FWCA 3031
DECISION
A
½ .l"USTRALIA ...
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FairWork
Commission
AUSTRALIA FairWork Commission
R OUMISSION THE FAIR THE SEALO
[2021] FWCA 3031
2
Printed by authority of the Commonwealth Government Printer
AE511623 PR730194
Page 1 of 65
CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
Chubb Fire & Security Pty Ltd
NSW
Sprinkler Fitter Enterprise Agreement
2020 - 2023
Chubb Fire & Security Pty Ltd
ABN 47 000 671 541
Chubb
h ubb
wongr
Flexibility
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
1 TITLE
This agreement will be known as the Chubb Fire & Security Pty Ltd NSW Sprinkler Fitter
Collective Agreement –2020 - 2023.
2 ARRANGEMENT
1 TITLE ..................................................................................................................................................... 2
2 ARRANGEMENT ................................................................................................................................. 2
3 PARTIES TO THE AGREEMENT ..................................................................................................... 4
4 AGREEMENT INTERPRETATION .................................................................................................. 4
5 DATE OF OPERATION OF AGREEMENT ..................................................................................... 4
6 ENTIRE AGREEMENT ....................................................................................................................... 4
7 NO EXTRA CLAIMS ............................................................................................................................ 4
8 EMPLOYMENT RELATIONSHIP .................................................................................................... 5
9 ENGAGEMENT OF SUBCONTRACTORS....................................................................................... 7
10 PROBATIONARY PERIOD ............................................................................................................... 7
11 TECHNOLOGY ..................................................................................................................................... 8
12 RECORD OF TIME WORKED .......................................................................................................... 8
13 WAGES .................................................................................................................................................. 8
14 PAYMENT OF WAGES ....................................................................................................................... 8
15 TIME RECORDS ............................................................................................................................... 10
16 SUPERANNUATION ........................................................................................................................ 10
17 CONSULTATIVE COMMITTEE .................................................................................................... 11
18 TOOLS ................................................................................................................................................ 11
19 EMPLOYER AND EMPLOYEE DUTIES ....................................................................................... 12
20 LICENSE AND REGISTRATION ................................................................................................... 12
21 MIXED FUNCTIONS ........................................................................................................................ 12
22 INCLEMENT WEATHER ................................................................................................................ 13
23 PROTECTIVE CLOTHING .............................................................................................................. 14
24 WORK HEALTH AND SAFETY .................................................................................................... 15
25 REHABILITATION OF INJURED WORKERS ............................................................................ 15
26 APPRENTICESHIP .......................................................................................................................... 16
27 ANNUAL LEAVE ............................................................................................................................... 21
28 PERSONAL/CARER'S LEAVE ....................................................................................................... 22
29 COMPASSIONATE LEAVE ............................................................................................................. 23
30 PARENTAL LEAVE .......................................................................................................................... 24
31 LONG SERVICE LEAVE ................................................................................................................... 24
32 PUBLIC HOLIDAYS ......................................................................................................................... 24
33 FAMILY PICNIC DAY ...................................................................................................................... 24
34 JURY SERVICE .................................................................................................................................. 24
35 DISPUTE RESOLUTION ................................................................................................................. 25
36 MODEL CONSULTATION TERM ................................................................................................. 26
37 MODEL FLEXIBILITY CLAUSE .................................................................................................... 28
38 ABANDONMENT OF EMPLOYMENT ......................................................................................... 28
39 TERMINATION OF EMPLOYMENT ............................................................................................ 29
40 REDUNDANCY ................................................................................................................................. 30
41 SIGNATURES .................................................................................................................................... 33
APPENDIX A – SERVICE ............................................................................................................................ 34
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
APPENDIX B – SYSTEM ............................................................................................................................. 50
APPENDIX C — CLASSIFICATION STRUCTURE ................................................................................ 63
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
3 PARTIES TO THE AGREEMENT
This agreement shall cover:
• Chubb Fire & Security Services Pty Ltd (ABN 47 000 671 541) (the Employer)
• All Sprinkler Fitters in NSW in the Service & Systems Division (the Employees)
including Sydney and Other Areas being Newcastle and Wollongong
• The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing
and Allied Services Union of Australia Plumbing Division New South Wales Branch
(CEPU) (the Union)
4 AGREEMENT INTERPRETATION
A reference to legislation (including sub-ordinate legislation) is to that legislation as amended,
re-enacted or replaced, and includes any subordinate legislation issued under it.
A singular word includes the plural and vice versa e.g. the Employees include an Employee.
5 DATE OF OPERATION OF AGREEMENT
This agreement comes into operation seven (7) from the date of certification with Fair Work
Australia and will remain in operation until 5th May 2023.
This agreement will continue in force after its nominal expiry date pursuant to the Act until
such time as it is replaced by a new agreement or terminated.
6 ENTIRE AGREEMENT
6.1 This agreement is a comprehensive agreement and will stand alone.
6.2 This Agreement is read in conjunction with the National Employment Standards and if
a term of this Agreement is detrimental to an employee when compared to a standard,
the standard prevails over a term of this Agreement.
6.3 This Agreement supersedes the Chubb Fire & Security NSW Sprinkler Fitter
Enterprise Agreement 2012 – 2015.
7 NO EXTRA CLAIMS
The parties covered by this Agreement will not pursue any further claims relevant to the
relationship of employer and employee whether dealt within the Agreement or not during the
life of this Agreement.
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8 EMPLOYMENT RELATIONSHIP
8.1 Employment Categories
8.1.1 Employees covered by this agreement may be full time, part time or casual.
8.2 Full-Time Employee
8.2.1 A full-time Employee means an Employee who is allocated sufficient ordinary
hours of work for each defined rostered cycle to earn the guaranteed payment
of 38 hours per week at the agreed rate of pay.
8.3 Part-Time Employee
8.3.1 A part-time employee is one who:
8.3.1.1 Is employed for less than 38 hours per week; and
8.3.1.2 Has reasonable predictable hours of work; and
8.3.1.3 Receives, on a pro rata basis, for all hours worked equivalent pay and
conditions to those of a full-time Employee.
8.3.2 At the time of engagement the Employer and the Employee will agree in writing
on the pattern of work required, including specifying the number of ordinary
hours per week, the days on which the work is to be performed, the hourly rate
and the usual daily start and finishing times.
8.3.3 Any variation to the work pattern will be in accordance with methods of altering
the ordinary hours of work for full-time Employees. The agreed number of
ordinary hours per week will not be varied without the consent of the Employee.
Any such agreed variation to the number of weekly hours of work will be
recorded in writing.
8.3.4 All time worked outside the spread of ordinary working hours and all time
worked in excess of the hours as mutually agreed will be paid as overtime.
8.3.5 Where a public holiday falls on a day upon which a part time Employee is
normally working and is not required to work, that Employee will be paid for the
hours which would normally have been worked on that day. If required to work
on that day, the Employee will be paid for the time worked at the appropriate
penalty rate.
8.3.6 Where an Employee and the Employer agree in writing, part-time employment
may be converted to full-time, or vice versa. If the Employee transfers from
part-time to full-time, or vice versa, all accrued legislative entitlements shall be
maintained.
8.4 Casual Employment
8.4.1 A casual Employee will be engaged for a minimum period of 8 consecutive
hours on each occasion.
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8.4.2 A casual employee for working ordinary time will be paid by the hour 1/38th of
the weekly rate and all relevant allowances for the classification in which the
Employee is employed in Appendix A & B, Rates of Pay, for each hour worked
plus a casual loading of 25%. The 25% loading is in lieu of annual leave, public
holidays, personal leave, rostered days off, paid leisure days, parental leave,
redundancy, compassionate leave, top up payments, severance payments and
termination payments prescribed for other employees in the agreement.
8.4.3 Casual Conversion to Full-Time or Part-Time Employment
8.4.3.1 A casual employee, other than an irregular casual employee, who has
been engaged by the company for a sequence of period of six months,
thereafter has the right to elect to have their contract of employment
converted to full-time or part-time employment if the employment is to
continue beyond the conversion process.
8.4.3.2 The employer must give the employee notice in writing within four weeks
of the employee having reached six months. The employee retains the
right of election under this clause if the employer fails to comply with this
subclause.
8.4.3.3 Any such casual employee who does not within four weeks of receiving
written notice elect to convert their contract of employment to full-time or
part-time employment is deemed to have elected against any such
conversion.
8.4.3.4 Any casual employee who has a right to elect under 8.4.3.1, on receiving
notice under 8.4.3.2 or after the expiry of time for giving such notice,
may give four weeks’ notice in writing to the employer that they seek to
elect to convert their contract of employment to full-time or part-time
employment, within four weeks of receiving such notice the employer
must consent to or refuse the election but must not reasonably refuse.
8.4.3.5 Once a casual employee has elected to become and has been
converted to a full-time or part-time employee, the employee may only
revert to casual employment by written agreement with the employer.
8.4.3.6 If a casual employee has elected to have their contract of employment
converted to full-time or part-time employment in accordance with
8.4.3.4, the employer and employee must, subject to 8.4.3.4, discuss
and agree on:
8.4.3.6.1 Which form of employment the employee will convert to full-time
or part-time; and
8.4.3.6.2 If it is agreed that the employee will become a part-time
employee, the number of hours and the pattern of hours that will
be worked.
8.4.3.7 An employee who has worked on a full-time basis throughout the period
of casual employment has the right to elect to convert their contract of
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employment to full-time employment and an employee who has worked
on a part-time basis during the period of casual employment has the
right to elect to convert their contract of employment to part-time
employment, on the basis of the same number of hours and times of
work as previously worked, unless other arrangements are agreed on
between the employer and employee.
8.4.3.8 Following such agreement being reached, the employee converts to full-
time or part-time employment.
8.4.3.9 Where, in accordance with 8.4.3.4 an employer refuses an election to
convert, the reasons for doing so must be fully stated to and discussed
with the employee concerned and a genuine attempt made to reach
agreement.
8.4.3.10 For the purposes of this clause, an irregular casual employee is one who
has been engaged to perform work on an occasional or non-systematic
or irregular basis.
8.4.3.11 An employee must not be engaged and re-engaged to avoid any
obligations under this clause.
9 ENGAGEMENT OF SUBCONTRACTORS
9.1 The Employer and employees recognise the employer's obligation to maintain a stable
workforce and to cater for variances in workload.
9.2 It is recognised that the employer needs to be able to source additional labour by
engaging subcontractor firms from time to time.
9.3 All subcontract firms would be engaged according to the following terms:
9.3.1 All Employees of the subcontract firm engaged in sprinkler fitting will be
registered or unregistered sprinkler fitters or apprenticed sprinkler fitters.
9.3.2 The subcontract firm will have its own safe work method statements and
OHS plans.
9.3.3 The subcontract firm will have all appropriate licenses and will hold current
public liability and worker’s compensation insurances.
9.3.4 Builders will be notified that the subcontract firm has been engaged and all
employees of the subcontract firm will be inducted under their company name.
10 PROBATIONARY PERIOD
10.1 New Employees, other than casual Employees, will be employed for a probationary
period of three months from the Employees' commencement date.
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10.2 During this period either the Employee or the Employer can terminate the employment
by giving one week's notice in writing, except in the case of misconduct where instant
dismissal may apply.
11 TECHNOLOGY
11.1 The parties acknowledge that the use of technical devices for example hand held
computers and palm devices for recording test results, repairs & scheduling of tests or
any other business related functions will improve productivity. If the Employer chooses
to provide these for use by the field staff, the Employees agree to assist with their
implementation. All Employees will receive training on these devices before being
required to utilise these devices.
11.2 The parties agree to comply with site and client specific technological requirements.
11.3 The Employer will ensure a member/s from the Consultative Committee is involved in
the introduction phase of technical devises.
12 RECORD OF TIME WORKED
12.1 Employees must record hours worked every day, including start and finishing times,
using the time sheet provided by the Employer.
12.2 The Employer must notify Employees if time sheet details recorded by the Employees
are altered, if the alterations affect the amount the employee would otherwise be paid.
12.3 Employees are responsible for accurately recording total hours worked per day as well
as the time spent at each customer's site and are responsible for handing to their
Manager/Supervisor their signed completed weekly time sheet, on the day and time
specified by the Employer.
13 WAGES
Wages and increases are in Appendix A and B Rates of pay.
14 PAYMENT OF WAGES
14.1 Wages will be paid by Electronic Funds Transfer into an account nominated by the
Employee on a weekly basis. Any errors with regard to the payment of wages will be
rectified as a matter of urgency.
14.2 All wages and/or additional amounts due to an Employee will be paid weekly no later
than Thursday of each week. Provided that when the usual pay day is an observed
holiday, such Employee will receive the amount due no later than normal ceasing time
on the working day immediately preceding such holiday. The pay cycle (start & finish
of the pay week) may change to ensure more accurate payment of wages and less
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estimating of work performed, however this will not affect the requirement to pay
Employees no later than Thursday of each week.
14.3 Upon termination of the employment wages due to an Employee will be paid on the
day of the termination or on the next working day pending that all company property
has been returned by the Employee prior to the termination payment being processed.
14.4 An Employee/s kept waiting for their wages on pay day for more than a quarter of an
hour after the usual time for ceasing work will be paid at overtime rates after that
quarter hour, with a minimum of a quarter of an hour. Provided where the Employer
has made all reasonable endeavours to ensure payroll delivery on time and the
payment is delayed due to industrial dispute or hold up, or banking error on the part of
the bank, then provisions of this sub-clause will not apply.
14.5 Payroll deductions may be provided by the Employer subject to the Employee
providing the Employer written authority to do so on the Employer's form designed for
this purpose.
14.6 Particulars of details of payment to each Employee will be included in a statement
forwarded to the Employee at the time the payment is made and will contain the
following information:
14.6.1 Date of payment;
14.6.2 Payment period;
14.6.3 The amount of wages paid for work at ordinary rates;
14.6.4 The gross amount of wages and allowances paid;
14.6.5 The amount of each deduction made and the nature thereof;
14.6.6 The net amount of wages and allowances paid.
14.7 In addition, the following details will also be included in the statement when such
payments and benefits apply:
14.7.1 The number of hours paid at overtime rates and the amount paid thereof;
14.7.2 The amount of allowances or special rates paid and the nature thereof;
14.7.3 Annual leave payments;
14.7.4 Payments due on termination including payment for annual leave, RDOs and
public holidays;
14.7.5 The amount of any other payments made to the Employee under this
Agreement.
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15 TIME RECORDS
15.1 The Employer will keep a record of the following information / conditions:
15.1.1 The name of each Employee and their individual classifications;
15.1.2 The hours worked each day;
15.1.3 The gross amount of wages and allowances paid;
15.1.4 The amount of each deduction made and the nature thereof;
15.1.5 The net amount of wages and allowances paid;
15.1.6 The Employer's Workers Compensation Policy or other satisfactory proof of
insurance such as a renewal certificate;
15.1.7 Any relevant records which detail taxation deductions and remittances to the
Australian Taxation Office, including those payments made as P.A.Y.E Tax,
whether under a Group Employer's Scheme or not;
15.1.8 A certificate or other documentation from the State Long Service Leave Board
or Authority which will confirm the Employer's registration, the date of the last
payment and the period for which that payment applies where available under
State Legislation;
15.1.9 The Employer's and Employee's appropriate Superannuation Scheme number
and the contribution returns by the Employer to the Scheme on behalf of the
Employee, where these benefits apply.
15.2 All records and documentation referred to in 15.1, or copies thereof, will be available
for inspection by the Employee during the usual office hours, at the Employer's office,
or other convenient place.
15.3 The time occupied by an Employee in filling in any time sheets or in the making of
records will be treated as time of duty, but this does not apply to checking in or out
when entering or leaving the Employer's premises or job.
16 SUPERANNUATION
16.1 The Employer will make the compulsory superannuation contributions required by the
Superannuation Guarantee (Administration) Act 1992 as amended from time to time,
to your designated compliant superannuation fund. An Employee may elect the Choice
of Fund option at any time.
16.2 The default plan for the Employer is the UTC Fire and Security Superannuation Plan
or such other complying and regulated superannuation fund as succeeds that plan.
16.3 Salary Sacrifice
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16.3.1 An Employee may apply to the Employer to have their ordinary wage reduced
by an amount nominated by the Employee as a Salary Sacrifice Contribution
for the benefit of the Employee in accordance with the Employer's Salary
Sacrifice Policy as amended from time to time.
16.3.2 The Employer must approve the application for salary sacrifice before the
Employee's ordinary wage is adjusted for salary sacrifice contributions.
16.3.3 The Employee will receive their Post Salary Sacrifice Wage for periods of
annual leave, long service leave, and other periods of paid leave provided the
Salary Sacrifice Contribution is paid.
16.3.4 Unless otherwise agreed by the Employer, an Employee may revoke or vary
their Salary Sacrifice Agreement twice in each twelve months in accordance
with the Employer policy.
16.3.5 Not less than one month's written notice must be given by an Employee of their
revocation or variation of a Salary Sacrifice Agreement.
16.3.6 The continuation of an Employee's Salary Sacrifice Agreement is subject to the
Employer's discretion and such agreements cease to apply on the Employer
giving one month's written notice.
17 CONSULTATIVE COMMITTEE
17.1 The parties will monitor the application of the agreement through a Consultative
Committee.
17.2 The Consultative Committee will be elected for the term of the Agreement; the
Committee will have senior Employer representatives from Service and Systems and
nominated Employee representatives, who will be elected by the Employees.
17.3 If an Employee representative position becomes vacant during the term of the
Agreement, the Employees may fill the position by electing a new representative. If an
Employer representative position becomes vacant, the position may be filled by
management appointment.
17.4 The Consultative Committee will meet by agreement with senior management.
Meetings will be held during normal working hours, without loss of pay.
18 TOOLS
18.1 Employees will, at the start of their employment or from time to time when a new tool
is issued to them, sign a register for the tools assigned to them by the Employer.
18.2 AII Employees are responsible for the care and upkeep of assigned tools in good order
and condition.
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18.3 An Employee will advise their Supervisor immediately of any case where assigned
tools are stolen, lost or unusable.
18.4 The Employer can request to audit and inspect tools provided to Employees on a
regular basis.
18.5 Return of Tools on Termination of Employment
18.5.1 All tools are regarded as Employer property hence Employees must return to
the Employer all tools provided by the Employer when their employment
ceases.
18.5.2 An Employee will reimburse the Employer in full for the replacement cost of
any tools not returned to the Employer upon termination of employment prior
to the processing of their final pay.
18.5.3 Any shortfall in reimbursement to the Employer by an Employee for unreturned
tools will be deducted from the Employee's final pay.
18.5.4 If there are insufficient funds in an Employee's final pay to cover any shortfall
in reimbursement to the Employer for unreturned tools the Employee will
become a debtor to the Employer.
19 EMPLOYER AND EMPLOYEE DUTIES
The Employer may direct an Employee to carry out such duties as are within the limits of the
Employee's skill, competence and training consistent with the classification structure of this
Agreement provided that such duties are not designed to promote reduction to classification.
Any direction issued by the Employer shall be consistent with the Employer's responsibilities
to provide a safe and healthy working environment.
20 LICENSE AND REGISTRATION
20.1 AII Employees performing sprinkler fitter work must be licensed and/or registered
sprinkler fitters.
20.2 The Employer will hold a valid Contractor's license.
21 MIXED FUNCTIONS
An Employee appointed for more than half of one day or shift on duties carrying a higher rate
than the Employee's ordinary classification will be paid the higher rate for this day or shift. If
the requirement to complete higher duties is for less than half of one day or shift the
Employee will be paid the higher rate for the time actually worked.
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22 INCLEMENT WEATHER
22.1 A reasonable approach will be taken as to what constitutes inclement weather. Work
will continue until the particular work in hand can no longer be done safely and
efficiently.
22.2 Inclement weather is defined as the existence of rain or abnormal climatic conditions,
including hail, snow, cold, high wind, severe dust storm, extreme or high temperature
or any combination thereof, in which it is neither reasonable nor safe for workers to
continue their work.
22.3 The Employer, or their representative shall, requested by the Employee/s confer,
within a reasonable time, for the purposes of determining whether or not the conditions
are inclement. Weather will not be deemed inclement unless agreed in this conference.
22.4 Where conditions are inclement on construction sites as defined Employees will be
required to:
22.4.1 Continue to work under cover or relocate to alternative work under cover, on
site, or
22.4.2 Obtain materials or provide services for employees working undercover where
there is minimal exposure to inclement weather, and
22.4.3 When required, perform emergency and safety work, and work on unexpected
breakdowns.
22.5 The Employer will not require Employees to work in the open in the rain except where
essential to maintain safety or in an emergency. In those circumstances, the Employer
will provide appropriate wet weather clothing. Wet weather gear is the employer's
property. Employees must take reasonable care of it and return it when requested.
22.6 Employees will be paid double time for working in inclement weather.
22.7 Employees whose work is not affected by inclement weather must continue working,
although other Employees may have stopped.
22.8 There must be consultation between the affected employees and the Employer before
any Employee leaves work due to inclement weather.
22.9 If productive work stops for a reason outside the Employer's control, Employees may
be relocated to unaffected areas where work is available.
22.10 Employees are entitled to payment for ordinary time lost through inclement weather for
up to, but not more than 32 hours in every four week period.
22.10.1 The first period will commence on the first Monday on or after the 1st of January
each year and subsequent periods will commence at four weekly periods
thereafter.
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22.10.2 The employee will be credited with 32 hours at the commencement of each four
weekly period. Hours will not accumulate or carry over.
22.11 The Employer is not entitled to require the Employees to remain on site beyond the
expiration of the following:
22.11.1 For more than an accumulated total of four hours of ordinary time in any one
day; or
22.11.2 After the meal break, for more than an accumulated total of 50% of the normal
afternoon working time; or
22.11.3 During the final two hours of the normal working day for more than an
accumulated total of one hour.
22.12 This procedure will not affect the party's rights and responsibilities under the Work
Health and Safety Act 2011.
23 PROTECTIVE CLOTHING
23.1 To present a professional company image, employees must always wear Employer
provided protective clothing and uniforms whilst on duty.
23.2 The Employer will provide the following uniforms and protective clothing to Employees
at their commencement date with the Employer:
23.2.1 two (2) pairs of long trousers or overal ls;
23.2.2 five (5) long sleeved shirts;
23.2.3 one (1) pair of boots/shoes;
23.2.4 one (1) jacket.
23.3 The Employer will, during the Employees employment, replace uniforms and protective
clothing on fair wear and tear basis.
23.4 Employees are responsible for regular cleaning and maintenance of all clothing and
uniform items. Worn clothing must be returned to the Employer when new clothing is
issued.
23.5 If an Employee leaves the Employer for whatever reason, the Employee must return
all items of uniform and protective clothing.
23.6 The Employee is required to wear protective clothing including long sleeved shirts or
long legged trousers.
23.7 Compensation for Clothes Etc.
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23.7.1 An Employee whose personal clothes, spectacles or hearing aid has been
accidentally spoilt by acid, sulphur or other deleterious substances will be paid
an amount to cover the loss thereby suffered as per agreement with the
Employer.
23.7.2 An Employee will be reimbursed by the Employer to a maximum of $177.60 for
loss of clothing by fire or breaking and entering whilst securely stored at the
Employer's direction in a room or building on the employer's premises, job or
workshop or in a lock-up as provided in this Agreement.
23.7.3 When an Employer requires an employee to wear spectacles with toughened
glass lenses the Employer will pay the cost of the toughening process.
24 WORK HEALTH AND SAFETY
24.1 This agreement will not affect the parties' rights and responsibilities under the Work
Health and Safety Act 2011.
24.2 Safety equipment as listed will be issued at commencement of employment and
replaced on a fair wear and tear basis.
24.2.1 Equipment:
24.2.1.1 carry bag;
24.2.1.2 hard hat;
24.2.1.3 ear muffs;
24.2.1.4 safety glasses/goggles;
24.2.1.5 safety gloves;
24.2.1.6 other specialist safety equipment as required.
24.3 Employees must ensure that this equipment is properly maintained and available for
use. If an Employee needs additional safety equipment for specific work, the Employee
must inform a supervisor or manager before starting that work.
24.4 The Employer will provide the elected OH&S Employee Representative/s with the
relevant accredited training as per legislation.
25 REHABILITATION OF INJURED WORKERS
25.1 The parties to this Agreement must ensure that any Employee who sustains a work
related injury, illness or disease, will be afforded every assistance in utilising a
rehabilitation program aimed at returning that Employee to meaningful employment
within the industry.
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25.2 All Employees are required to notify work related injuries, illnesses or diseases
immediately in according to the Chubb Fire Safety Injury Management Policy.
25.3 An Employee who sustains a work related injury, illness or disease will be required to
cooperate and participate in performing suitable duties as per the identified and
approved return to work plan complying with the return to work restrictions as
prescribed by the medical practitioner.
26 APPRENTICESHIP
26.1 AII apprentices must meet the legislative training requirements necessary to obtain a
full trade qualification.
26.2 Apprentices will be paid the rates in Appendix A and B Rates of Pay. They will be paid
for all time spent in trade school together with reimbursement of associated costs,
provided the apprentice successfully completes the required training.
26.3 Apprentices who fail to progress and complete trade school appropriately will not
receive Productivity or site allowance payments until they have passed the relevant
training.
26.4 Apprentices who fail to progress and complete trade school appropriately will have to
retake the subject or re-sit the exam in their own time.
26.5 The Employer will, in lieu of paying productivity or site allowance to 1st and 2nd year
apprentices, pay apprentices $750.00 gross on providing evidence of successful
completion of all the relevant trade's training.
26.6 Apprentices must provide the Employer with their trade school attendance record
confirming start and finishing times signed by trade school teacher. Failure to produce
such a document will result in the loss of pay for the hours unaccounted for.
26.7 All apprentices employed by the Employer will be registered to attend an appropriate
NSW Training Authority which will also monitor the progress of the apprentice/s.
26.8 The Sprinkler Fitting course to be undertaken by the apprentice will be mutually agreed
between the Apprentice and the employer.
26.9 For the purpose of this clause training agreement shall be taken to include contract of
training and indenture.
26.10 Apprenticeship Training
26.10.1 The apprentice will work towards achieving the qualification of a trade
certificate in sprinkler fitting or any subsequent equivalent certificate Ill in
Services (Fire Protection). The apprentices will do their course by block
release.
26.10.2 Where an apprentice cannot reasonably be expected to travel to and from
his/her residence each day during the period of Block Release Training, return
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travel between his/her usual place of residence and the location where the
course is conducted will be arranged by the employer at no cost to the
apprentice. The employer will also arrange suitable accommodation to be
available at no cost to the apprentice.
26.11 Contract of Apprenticeship/Training Agreement/Indenture
26.11.1 The apprentices will be contracted to the Employer to learn the craft or trade
of Sprinkler Fitting on a full time basis for a term of four years comprising of
off-the-job and on-the-job training to complete the sprinkler fitting
apprenticeship.
26.11.2 Every training agreement for an apprenticeship will contain as a minimum the
following information:
26.11.2.1 The names of the parties;
26.11.2.2 The date of birth of the apprentice;
26.11.2.3 A statement that sprinkler fitting is the trade, vocation or occupation to
which the apprentice is to be contracted;
26.11.2.4 Agreement by the Employer to teach and instructor cause the apprentice
to be taught or instructed in the trade, vocation or occupation to which
the apprentice is contracted;
26.11.2.5 The date at which the apprenticeship is to commence or from which it is
to be calculated with the nominal time period expected to complete the
training being four years;
26.11.2.6 A provision that specifies that the Sprinkler Fitting 1st Class
Apprenticeship course taught at the appropriate NSW Training Authority
or any agreed subsequent course or National Training Package that
supersedes these courses and which leads to a AQF certificate Ill
qualification in Services (Fire Protection) is the course that is to be taught
for the purpose of the apprenticeship. These provisions are to be
contained in the Training Program or outline of the training that may be
attached to or form part of the training agreement;
26.11.2.7 The Training Program or outline of training shall be consistent with any
future National Training Package for Fire Protection and its various
components including the Learning Strategy.
26.12 Cancellation, Suspension or Transfer of Apprenticeship
26.12.1 Subject to the approval of an appropriate statutory training authority, but not
otherwise, a training agreement may be suspended or cancelled:
26.12.1.1 By the mutual consent of the parties;
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26.12.1.2 If through lack of orders or financial difficulties an employer is unable to
find suitable employment for an apprentice and a transfer to another
employer cannot be arranged;
26.12.1.3 If in the opinion of the appropriate statutory training authority
circumstances exist which render such suspension or cancellation
necessary or desirable.
26.12.1.4 An apprentice may, with the consent of the parties to the training
agreement and with the approval of the appropriate statutory training
authority, transfer the training agreement to another Employer. Provided
always that irrespective of the number of different Employers taking the
apprentice for a term, the two or more terms will be regarded as one
continuous term and the later or latest Employer will accept the apprentice
at the position the apprentice occupied under his/her training agreement
at the date he/she was with his/her immediate former Employer.
26.12.1.5 Any training agreement inconsistent with the provisions of this clause
shall be null and void and of no force or effect while this Agreement
remains in force and applies to the parties to the training agreement. This
sub-paragraph will not apply where there is a state training authority or
equivalent statutory body having power to cancel, suspend or transfer
training agreements in the occupation specified herein provided that the
conditions for the cancellation, suspension or transfer of such agreements
are of no lesser standard than the provisions of this sub-paragraph.
26.13 Period of Apprenticeship
Except as provided in 26.12, all apprentices under this Agreement will be apprenticed
for a period of four years.
26.14 Probationary period
26.14.1 A minor may serve a probationary period of three months and if apprenticed
these three months will count as part of the period of apprenticeship.
26.14.2 This sub-clause will not apply where there is a statutory apprenticeship
authority having power to determine probationary period.
26.15 Wages apprentices
The weekly wages for apprentices are shown in Appendix A and B Rates of Pay.
26.16 Hours of Work
The ordinary hours of employment of apprentices will not exceed those of a sprinkler
fitter.
26.17 Overtime and Shift Work
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No apprentice under the age of eighteen years will be required to work overtime or shift
work unless he/she so desires. No apprentice will, except in an emergency, work or be
required to work overtime or shift work at times which would prevent his/her attendance
at technical school as required by any statute, award or regulation applicable to him/her.
26.18 Lost Time
26.18.1 The apprentice will for every day of absence from his/her work during any year
of the apprenticeship term without the consent of the Employer serve one day at
the end of the calendar period of any such year of his/her apprenticeship if
required to do so by the Employer. If the Employer's decision is disputed the
process to follow will be as determined under Clause 35 — Disputes Resolution
Procedure. The calendar period of the next succeeding year of his/her
apprenticeship will be deemed not to begin until the said additional day or days
have been served: provided that in calculating the extra time to be served the
apprentice will be credited with time which he/she has worked during the
relevant years in excess of his/her ordinary hours of service.
26.18.2 This sub-paragraph will not apply where there is a state training authority or
equivalent statutory body having power to determine the lost time of an
apprentice in the occupation specified herein or affect the right of such an
authority to determine such lost time.
26.19 Prohibition of Premiums
An Employer will not, either directly or indirectly, or by any pretense or device receive
from any person or require or permit any person to pay or give any consideration in
the nature of a premium or bonus for the taking or binding of any probationer or
apprentice.
26.20 Attendance at Technical Schools
26.20.1 The apprentice will be released by the Employer to attend technical college
during ordinary hours of work for the purpose of undertaking the off the job
component of the apprenticeship training without loss of pay.
26.20.2 Apprentices attending technical colleges or schools and presenting reports of
satisfactory conduct will be reimbursed all fees paid by them.
26.20.3 This sub-paragraph will not apply where there is a statute Federal or State
providing for the non-payment of technical college fees by apprentices.
26.21 Operation of Other Laws
26.21.1 Where there is a statute relating to apprentices is now or hereafter in force or
in which any authority with statutory power has issued or may issue any
regulations relating to apprentices such statute and such regulation will
operate, provided that the provisions thereof are not inconsistent with this
Agreement.
26.21.2 The provisions of any statute, award or regulation which gives a state training
authority or equivalent statutory body power to cancel, suspend or transfer
training agreements in the occupation specified herein or power to determine
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disputes between parties to training agreements including disputes relating
to:
26.21.2.1 Disciplinary matters in respect to apprentices and employers;
26.21.2.2 Completion of the training agreement;
26.21.2.3 Off-the-job attendance; or
26.21.2.4 Other matters concerning the administration of training agreement will
not be deemed to be inconsistent with this Agreement provided that such
statute, award or regulation provides for the state training authority or
equivalent statutory body to exercise powers in respect to making
determinations or decisions on the above matters and provides for
appeal mechanisms in respect to such determinations and decisions.
26.22 Adult Apprentices
26.22.1 Definition: For the purpose of this Agreement, an adult apprentice means a
person of 21 years of age or over at the time of entering into an indenture to
a trade within the scope of this Agreement.
26.22.2 Application of General Conditions of Apprenticeship: The provisions of
this Agreement shall apply to adult apprentices unless specifically provided
otherwise by this sub-paragraph.
26.22.3 Training Credits: Subject to the provisions of this clause, the training to be
completed by an adult apprentice under a contract of indenture will be
determined by the relevant State Training Authority through its approved
agencies based upon training credits being granted for the relevant working
experience and educational standard obtained by the apprentice.
26.22.4 Wage Rate: Where a person was employed by an Employer immediately prior
to becoming an adult apprentice with that Employer, such person shall not
suffer a reduction in the rate of pay by virtue of becoming indentured.
26.22.4.1 For the purpose only of fixing a rate of pay, the adult apprentice shall
continue to receive the rate of pay that is, from time to time, applicable
to the classification or class of work specified in Appendix A and B Rates
of Pay, rates of pay and all-purpose allowances of this Agreement and
in which the adult apprentice was engaged immediately prior to entering
into the contract of indenture.
26.22.5 Employment as an adult apprentice: Where possible employment as an
adult apprentice should be given to an applicant who is currently employed by
the Employer so as to provide for genuine career path development.
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27 ANNUAL LEAVE
27.1 Annual leave will be paid in accordance with the Act as amended which as at the date
of this agreement provides as follows:
27.1.1 An Employee is entitled to accrue an amount of paid annual leave ( four weeks
per annum, being 152 hours) progressively during a year of service according
to the employee’ s ordinary hours of work and accumulates from year to year.
27.1.2 In addition, a shift worker as defined by the NES is also entitled to accrue an
additional week of paid annual leave progressively during a year according to
employee’s ordinary hours of work and accumulates from year to year.
27.1.3 For the purpose of Annual Leave a shift worker means an Employee who:
27.1.3.1 Is employed in a business in which shifts are continuously rostered 24
hours a day for 7 days per week;
27.1.3.2 Is regularly rostered to work those shifts;
27.1.3.3 Regularly works on Sundays and Public Holidays;
27.1.3.4 An Employee of a type that is prescribed by the Regulations in the Fair
Work Act 2009.
27.1.4 Annual leave is normally paid as per the payment cycle however can be paid
prior to the commencement of leave, where advised by the Employee.
27.1.5 The Employer will pay the Employee an amount calculated on ordinary hour
rates for the ordinary hours which otherwise would have been worked during
the period of leave plus a leave loading of 17.5%.
27.1.6 The Employer may approve single days of annual leave, or leave without pay,
requested by the Employee at the discretion of the Employer.
27.1.7 In line with the Employer's operational requirements, Employees must give the
Employer a minimum of two weeks’ notice of the proposed leave
commencement date.
27.1.8 The Employer may direct the Employee to take annual leave if at the time of
the direction:
27.1.8.1 The Employee has annual leave credited to them of more that 1/13th of
the number of nominal hours worked by the Employee in the previous
two year period (i.e. eight weeks leave for an Employee who has worked
38 nominal hours per week); and
27.1.8.2 The amount of leave the Employee is directed to take is no more than 1/4
of their credited leave (i.e. two weeks where the Employee has accrued
eight weeks of annual leave).
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28 PERSONAL/CARER'S LEAVE
28.1 A full time or a part time Employee under this Agreement is entitled to be paid
personal/carer's leave in accordance with the provisions of the Fair Work Act 2009
which, as at the date of this Agreement provides as follows:
28.1.1 A permanent employee is entitled to 10 days of paid personal/carer’s leave for
each year of service with their employer. Entitlement to paid personal/carer’s
leave accrues progressively during a year of service according to the
employee’s ordinary hours of work and accumulates from year to year.
28.1.2 Employees are also entitled to two days unpaid carer's leave in accordance
with the Fair Work Act 2009.
28.1.3 This leave accumulates from year to year so that any part of the paid personal
leave entitlements not claimed in any year may, subject to the conditions
prescribed by this clause, be claimed by the Employee in any subsequent year
of employment, but accrual shall not be paid out on termination of employment.
28.2 To be entitled to Personal Leave the Employee must:
28.2.1 Provide notice to the Employer of the absence as soon as reasonably
practicable to do so in accordance with the Act.
28.2.2 Provide the Employer with satisfactory documentary evidence of the basis for
the request for leave in accordance with the Fair Work Act 2009 including
providing a medical certificate from a registered health practitioner.
28.2.3 The required documentation must be given to the Employer as soon as
reasonably practicable, which may be at a time before or after the personal
leave has commenced.
28.2.4 This sub-clause does not apply to an Employee who could not comply with it
because of circumstances beyond the Employee's control.
28.3 To be entitled to Carer's Leave an Employee must:
28.3.1 Provide notice to the Employer of the absence as soon as reasonably
practicable to do so in accordance with the Fair Work Act 2009.
28.3.2 Provide notice to the Employer where the leave was required to provide care
or support to a member of the Employee's immediate family, or a member of
the Employee's household, who requires (or required) care or support because
of:
28.3.2.1 A personal illness, or injury;
28.3.2.2 An unexpected emergency.
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28.3.3 This sub-clause does not apply to an Employee who could not comply with it
because of circumstances beyond the Employee's control.
28.4 The Employee is not required to produce evidence of personal illness or carer's
requirements for one day in any year. All subsequent absences will require the
production of a valid medical certificate before any payment will be made.
28.5 The Employee will not be entitled to work overtime on a weekend or public holiday if
that Employee has had time off for personal illness or carer's requirements on days
directly prior or after a weekend or public holiday.
28.6 Income Protection
28.6.1 The Employer will provide all Employees with Top-Up and 24 Hour Sickness &
Accident income protection insurance with IUS or equivalent policy.
28.6.2 The value of the insurance will be paid as per the prescribed income protection
provider's insurance scheme to a maximum of $15.00 per week per employee.
28.6.3 Access and usage of the scheme is bound by the relevant policies of the
income protection provider.
29 COMPASSIONATE LEAVE
29.1 Employees other than casual Employees are entitled to compassionate leave in
accordance with the Fair Work Act 2009, which as at the date of this Agreement
provides for 2 days paid compassionate leave for each occasion when a member of
the Employee's immediate family or a member of the Employee's household:
29.1.1 Contracts or develops a personal illness that poses a serious threat to his or
her life; or
29.1.2 Sustains or develops a personal injury that poses a serious threat to his or her
life; or
29.1.3 Dies.
29.2 The Employee who is entitled to a period of compassionate leave for a particular
occasion may take the leave as:
29.2.1 A single, unbroken period of 2 days; or
29.2.2 Separate period of 1 day each; or
29.2.3 Any separate periods to which the Employee and the Employer agree.
29.3 The Employee is only entitled to compassionate leave where evidence, which the
Employer reasonably requires of the illness, injury or death, is provided.
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30 PARENTAL LEAVE
Employees are entitled to Parental Leave as prescribed by the Fair Work Act 2009.
31 LONG SERVICE LEAVE
31.1 An Employee will be entitled to Long Service Leave in accordance with applicable
NSW State legislation. Where an employee is eligible, the employer will register an
employee with the Building and Construction Industry Long Service Payments
Corporation within 14 days commencement of employment.
31.2 The Employee may not take Long Service Leave unless the leave is approved by the
Employer prior to the Employee taking the leave.
31.3 The Employee must give the Employer a minimum of three months’ notice of the
proposed leave commencement date. The notice period may be reduced at company
discretion to cater for emergency situations.
32 PUBLIC HOLIDAYS
32.1 Full time and part time Employees will be entitled to the Public Holidays gazetted in
the area in which the Employee is employed.
32.2 By agreement between the employer and employees other days may be substituted
for the gazetted Public holidays.
33 FAMILY PICNIC DAY
All employees covered by this agreement will be entitled to Family Picnic Day if attended
without loss of pay on the first Monday in December of each year. An Employee required to
work on family picnic day will be paid at the rate of double time and one half and paid for not
less than four hours work. Proof of attendance at the picnic day must be provided by the
employee to entitle them to payment for the Family Picnic day.
34 JURY SERVICE
34.1 Payment for Jury Service
An Employee who attends jury service in ordinary working hours will be reimbursed by
the employer an amount equal to the difference between the amount paid for jury
service and the ordinary time rate of pay the Employee would have received, including
fares (if applicable) and other normal allowances.
34.2 Proof and Notification of Jury Service
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34.2.1 The Employee must notify the employer as soon as possible of the date of jury
service.
34.2.2 The Employee must give the employer proof of attendance in the form of a
Sheriffs Certificate, showing the duration of jury service and the amount
received.
35 DISPUTE RESOLUTION
35.1 The dispute resolution process will be used to address all disputes under the
agreement or in relation to the National Employment Standards.
35.2 The parties will endeavour to resolve disputes and grievances by direct negotiation
and consultation.
35.3 At any stage of the process an Employee may seek advice and/or representation.
35.4 As soon as possible after raising a concern, an Employee should discuss the matter
with the supervisor who will attempt to resolve the matter early.
35.5 If the matter is not resolved, it may be raised with a manager, who will attempt to
resolve the matter, possibly involving more senior managers and/or a Human
Resources representative.
35.6 Work must continue without any limitation or interruption while the dispute is being
resolved. There will be no stoppage of work whilst the dispute resolution procedure is
being followed.
35.7 If the matter remains unresolved, the parties may agree to refer the matter to an agreed
mediator.
35.8 Either party may refer the dispute to the Fair Work Australia for conciliation and/or
arbitration.
35.9 Either party agree to follow the process as set out by the Fair Work Australia.
35.10 Any recommendation to the parties by a third party, and any outcome or resolution,
must not be inconsistent with the National Code of Practice for the Construction
Industry and the Implementation Guidelines for the National Code of Practice for the
Construction Industry, as amended from time to time.
35.11 By agreement, some steps of the dispute resolution process may be bypassed if
necessary to achieve an effective resolution of the dispute.
35.12 Upon referral of the matter in dispute, the Fair Work Australia shall first conciliate in
respect of the matter. When conciliating under this clause, the Fair Work Australia can
dismiss the matter or issue a statement or recommendation (but not a decision).
35.13 Any statement or recommendation or decision issued by the FWC in conciliation
and/or arbitration under this clause must be consistent with the Code for the Tendering
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and Performance of Building Work 2016, and any amendment or successor to that
Code and consistent with legislative
36 MODEL CONSULTATION TERM
36.1 This term applies if the employer:
36.1.1 has made a definite decision to introduce a major change to production,
program, organisation, structure, or technology in relation to its enterprise that
is likely to have a significant effect on the employees; and
36.1.2 proposes to introduce a change to the regular roster or ordinary hours of work
of employees .
Major Change -
36.2 The employer must notify the relevant employees of the decision to introduce the major
change.
36.3 The relevant employees may appoint a representative for the purposes of the
procedures in this term.
36.4 If:
36.4.1 a relevant employee appoints, or relevant employees appoint, a representative
for the purposes of consultation; and
36.4.2 the employee or employees advise the employer of the identity of the
representative;
the employer must recognise the representative.
36.5 As soon as practicable after making its decision, the employer must:
36.5.1 discuss with the relevant employees:
36.5.1.1 the introduction of the change; and
36.5.1.2 the effect the change is likely to have on the employees; and
36.5.1.3 measures the employer is taking to avert or mitigate the adverse effect
of the change on the employees; and
36.5.2 for the purposes of the discussion — provide, in writing, to the relevant
employees:
36.5.2.1 all relevant information about the change including the nature of the
change proposed; and
36.5.2.2 information about the expected effects of the change on the employees;
and
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36.5.2.3 any other matters likely to affect the employees.
36.5.3 However, the employer is not required to disclose confidential or commercially
sensitive information to the relevant employees.
36.6 The employer must give prompt and genuine consideration to matters raised about the
major change by the relevant employees.
36.7 If a term in the enterprise agreement provides for a major change to production,
program, organisation, structure or technology in relation to the enterprise of the
employer, the requirements set out in subclauses 36.2, 36.3 and 36.5 are taken not to
apply.
36.8 In this term, a major change is “likely to have a significant effect on employees” if it
results in:
36.8.1 the termination of the employment of employees; or
36.8.2 major change to the composition, operation or size of the employer's workforce
or to the skills required of employees; or
36.8.3 the elimination or diminution of job opportunities (including opportunities
for promotion or tenure); or
36.8.4 the alteration of hours of work; or
36.8.5 the need to retrain employees; or
36.8.6 the need to relocate employees to another workplace; or
36.8.7 the restructuring of jobs.
Change to regular roster or ordinary hours of work –
36.9 For a change referred to in paragraph 36.1.1:
36.9.1 the employer must notify the relevant employees of the proposed change; and
36.9.2 subclauses 36.10 – 36.12 apply.
36.10 The relevant employees may appoint a representative for the purposes of the
procedures in this term.
36.10.1 If:
36.10.1.1 a relevant employee appoints, or relevant employees appoint, a
representative for the purposes of consultation; and
36.10.1.2 the employee or employees advise the employer of the identity of the
representative;
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the employer must recognise the representative.
36.11 As soon as practicable after proposing to introduce the change, the employer must:
36.11.1 discuss with the relevant employees the introduction of the change; and
36.11.2 for the purposes of the discussion—provide to the relevant employees:
36.11.2.1 all relevant information about the change, including the nature of the
change; and
36.11.2.2 information about what the employer reasonably believes will be the
effects of the change on the employees; and
36.11.2.3 information about any other matters that the employer reasonably
believes are likely to affect the employees; and
36.11.3 invite the relevant employees to give their views about the impact of the
change (including any impact in relation to their family or caring
responsibilities).
36.11.4 However, the employer is not required to disclose confidential or commercially
sensitive information to the relevant employees.
36.12 The employer must give prompt and genuine consideration to matters raised about the
change by the relevant employees.
36.13 In this term, “relevant employees” means the employees who may be affected by the
major change.
37 MODEL FLEXIBILITY CLAUSE
The model flexibility term under the Fair Work Regulations 2009 applies as a term on this
Agreement.
38 ABANDONMENT OF EMPLOYMENT
38.1 The absence of an Employee from work for a continuous period exceeding 3 working
days without the consent of the Employer and without notification to the Employer will
be evidence that the Employee has abandoned their employment.
38.2 Termination of employment by abandonment in accordance with this clause will be
effective unless within 14 days the Employee can establish to the satisfaction of the
Employer that the Employee was absent for reasonable cause.
38.3 Termination of employment by abandonment in accordance with this clause will operate
from the date of the last attendance at work, or the last day's absence where consent
was granted by the Employer, or the date of the last absence where notification was
given to the Employer, whichever is the later.
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38.4 The Company will comply with the requirements of s117 of the FW Act in respect of
the Requirement for notice of termination or payment in lieu
39 TERMINATION OF EMPLOYMENT
39.1 The Employer may terminate the employment by giving written notice or equivalent
pay in lieu, unless a shorter period is mutually agreed.
39.2 The notice provisions will not apply if an Employee is dismissed for serious
misconduct, where instant dismissal may apply.
39.3 Notice Period for the Employer
Period of Continuous Service Period of Notice
Less than 1 year 1 week
More than 1 year but less than 3 years 2 weeks
More than 3 years but less than 5 years 3 weeks
More than 5 years 4 weeks
39.4 Notice Period for the Employee
The Employee may terminate the employment by giving one week's notice, at any time
during the week, or by payment, or forfeiture as the case may be, of a week's wages
for ordinary time worked.
39.5 Over 45 Years of Age
39.5.1 The notice period for the Employer is increased by one week if the Employee
is over 45 years of age and has completed at least two years of service.
39.5.2 On termination of employment, an Employee must return all of the Employer's
property to the employer, including uniforms, keys, documents, phones, and
personal protective equipment. The Employer may withhold monies owing to
the Employee unless all of the Employer's property is returned.
39.6 Dismissal
Employees covered by this agreement will immediately be dismissed if found and
proven to have worked or supplied material, intellectual property and tools to other
companies, while working for the company.
39.7 Public Holiday Payment
39.7.1 An Employer who terminates the employment of an Employee except for
reasons of misconduct or incompetency (proof of which shall lie upon the
Employer) will pay the Employee a day's ordinary wages for each public
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holiday or each public holiday in a group as prescribed in 36 which falls within
10 consecutive calendar days after the day of termination.
39.7.2 Where any two or more of the holidays prescribed in this Agreement occur within
a day span, such holidays shall for the purposes of this Agreement be a group
of holidays. If the first day of the group of public holidays falls within 10
consecutive calendar days after termination, the whole group shall be deemed
to fall within the 10 days. Christmas Day, Boxing Day and New Year's Day shall
be regarded as a group.
39.8 Statement of Employment
The Employer will, upon receipt of a request from an Employee whose employment
has been terminated, provide to the Employee a written statement specifying the
period of his/her employment and the classification of or the type of work performed
by the Employee.
39.9 Standing Down of Employees
Notwithstanding anything elsewhere contained in this paragraph the Employer will have
the right to deduct payment for any day the Employee cannot be usefully employed
because of any strike or any stoppage of work by any clause.
40 REDUNDANCY
40.1 If the Employer decides that a job an Employee/s has been doing is no longer required
and that decision may lead to termination of employment, the Employer will consult
the affected Employee/s as soon as practicable after making the decision.
40.2 If an Employee is transferred to lower paid duties because of redundancy, the
Employee will be entitled to notice of transfer, and the notice period will be the same
as for termination. The Employer may make a payment in lieu, equivalent to the
difference between the former rate and the new lower rate for the number of weeks of
notice owed. The payment will be based on:
40.2.1 the ordinary working hours to be worked by the employee; and
40.2.2 the amounts payable to the employee for the hours including for example,
allowances, loadings and penalties; and
40.2.3 any other amounts payable under the employee's employment contract.
40.3 Severance Pay
An employee whose employment is terminated for genuine operational reasons will be
entitled to the following severance pay:
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Entitlement
Years of Service Entitlement
Less than 1 year 1.75 hours per week of service up to a maximum of 2.4
weeks
1 year and less than 2 years 2.4 weeks’ pay + 0.75 hours pay per completed week of
service up to a maximum of 4.8 weeks’ pay
2 years and less than 3 years 4.8 weeks’ pay + 1.6 hours pay per completed week of
service up to a maximum of 7 weeks’ pay
3 years and less than 4 years 7 weeks’ pay + 0.73 hours pay per completed week of
service up to a maximum of 8 weeks’ pay
4 years or more 8 weeks’ pay
“Week's pay” means the ordinary time gross rate of pay for the employee at the date of
termination.
40.4 Redundancy fund
40.4.1 The Employer will contribute in the ACIRT Redundancy Scheme or other
equivalent Redundancy Scheme/Fund as agreed between the employer and
employees, for all Employees except 1st and 2nd year apprentices. For rates
please refer to Appendix A and B.
40.4.2 The parties to this Agreement acknowledge that the redundancy payments
noted in Appendix A incorporate the allowance for maintaining a 38 hour
divisor for service, for the life of this agreement.
40.5 An Employee whose employment is terminated because of redundancy may leave
during the notice period without loss of benefit, except that there will be no payment in
lieu of notice.
40.6 None of the redundancy provisions apply to:
40.6.1 Employees whose employment is terminated for misconduct Employees
engaged for a specific period or task/s;
40.6.2 Casual Employees;
40.6.3 Employees who are offered acceptable alternative employment by the
Employer.
40.7 Retrenchment Selection Criteria
40.7.1 To meet the needs of restructuring principles, the criteria for selection must
include all of the following:
40.7.1.1 The special needs of the type of work the employer may tender;
40.7.1.2 Ability, special skills and experience;
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
40.7.1.3 Self-motivation, productivity and ability to work without supervision;
40.7.1.4 Attendance and punctuality;
40.7.1.5 Adherence to safety procedures;
40.7.1.6 Seniority;
40.7.1.7 Reliability; and
40.7.1.8 Performance and discipline records kept for each Employee.
41 SIGNATURES
SIGNED FOR AND ON BEHALF OF Chubb Fire & Securit
Signature
In the presence of:
Signature
Will Loxton
General Manager Fire NSW/ACT
Unit 1 a 21-23 South Street
Rydalmere NSW 2116
SIGNED FOR AND ON BEHALF OF Communications, Electrical, Electronic, Energy,
Information, Postal, Plumbing and Allied Services
Union of Australia, Electrical Division, NSW
Division Divisional Branch (CEPU)
Signature: ,/,/4 S..
Name: ~
Title: t-J u...
Address: sh , P---\c.., ~v
"& I..J 2J:::, \ ~
In the presence of:
Signature: ~(J)d1__
Name: ~"" ri;fl4V- ovr....,.A-5 _
Page 33of65
CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
41 SIGNATURES SIGNED FOR AND ON BEHALF OF Chubb Fire & Security Pty Ltd Signature Will Loxton General Manager Fire NSW/ACT Unit 1a 21-23 South Street Rydalmere NSW 2116 In the presence of: Signature HRBP Fire SIGNED FOR AND ON BEHALF OF Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia, Electrical Division, NSW Division Divisional Branch (CEPU) Signature: Name: Theo. Samartzopoulos Title: NSW State Secretary Address: Shop 1/111 McEwy St Alexandra USW 2015 In the presence of: Signature: Cancelar Name: Con TSIANOULAS. CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023 Page 33 of 65
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
APPENDIX A – SERVICE
A.1 Hours of Work
A.1.1 Full-time Employees are required to work 38 hours per week rostered over a
weekly cycle.
A.1.2 Ordinary hours each day will be 8 hours, with 0.4 hours accrued on a daily basis
towards the four weekly RDO entitlement as per paragraph A.3.
A.1.3 The span of ordinary hours of work is between 6.00 am and 6.00 pm Monday to
Friday.
A.1.4 Hours of work may be varied by agreement between the Employer and the
Employee/s.
A.1.5 Time worked in excess of the rostered weekly hours will be regarded and paid as
overtime.
A.2 Shift Work
A.2.1 Shift work may be required to meet business demands. Shift work is considered
to be a shift that is worked either in part or in full outside the hours of 6.00am
and 6.00pm.
A.2.2 Provided an Employee is rostered to work a shift outside of the ordinary span of
hours the following applies:
A.2.2.1 An Employee whilst performing shift work, and finishing this shift before
12am midnight, will be paid 1 and 1/3rd times the Employee's ordinary
rate.
A.2.2.2 An Employee whilst performing shift work, and finishing this shift after
12.00am midnight, will be paid at time and one half the Employee's
ordinary rate.
A.2.2.3 A shift worker is entitled to an unpaid meal or rest break of 45 minutes or
where the Employer and the Employee agree a 30 minute break to suit
particular circumstances.
A.3 Rostered Days Off (RDOs)
A.3.1 Ordinary working hours will be worked as a 19 day four week cycle of eight hours
per day, Monday to Friday, with a Rostered Day Off (RDO) of 7.6 hours each
four weeks.
A.3.2 The Employee will accrue 0.4 hours per day or 2 hours per week towards a four
weekly RDO.
A.3.3 To improve productivity, efficiency and flexibility, RDOs will be rostered over
each month.
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
A.3.4 Each day of paid leave taken and any public holiday occurring during Monday to
Friday of any four week cycle will be regarded as a day worked for RDO accrual
purposes.
A.3.5 The Employer will keep RDO records for each Employee.
A.3.6 By agreement between the Employer and each Employee/s, and taking into
account operational requirements, options include the following:
A.3.6.1 The Employee takes the industry RDO
A.3.6.2 The Employee takes the RDO at other times agreed with the Employer.
A.3.6.3 Employees engaged in Service and Testing work need to schedule their
RDOs to ensure that testing obligations are met and to ensure that there
are sufficient Employees available at all times to perform the service
work as per business demands. The Employee must give seven (7)
days’ notice when requesting to take an RDO.
A.3.7 All RDOs will be paid out at single time rates at the termination of the
employment relationship between the Employee and the Employer.
A.4 Overtime
A.4.1 The Employer may require all Employees to work reasonable overtime.
A.4.2 The Employer will pay authorised overtime at the appropriate rate as follows
(based on the Employees ordinary rate of pay).
A.4.2.1 All overtime worked prior to ordinary hours from Monday — Friday will
be paid at double time.
A.4.2.2 All overtime worked after ordinary hours from Monday — Friday will be
paid at time and one half for the first two hours and double time
thereafter.
A.4.2.3 All time worked on Saturdays and Sundays will be paid at double time
with a minimum of four hour pay.
A.4.2.4 All time worked on Public Holidays will be paid at double time and a half
A.4.2.5 All overtime worked whilst on shift work will be paid a double time rates.
A.4.3 Meal Allowance during Overtime
Where an Employee is required to work overtime in excess of one and a half
hours and has not been given notice of this overtime on the previous working
day or 24 hours prior to the overtime requirement that Employee will be paid
a meal allowance of $12.00 for each day.
A.4.4 Rest period after Overtime
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
Employees who work overtime must have a ten hour break without loss of pay
before the next regular starting time, otherwise overtime will be paid for all time
at work until an Employee has had at least ten hours rest.
A.4.5 Crib break
A.4.5.1 Employees who are required to work overtime for two hours or more
will have a paid 20 minute crib break directly after the cessation of
their ordinary hours of work. A further 30 minute paid crib break will
be supplied after each four hours of continuous work.
A.4.5.2. The crib break will be paid at ordinary rates when working overtime
on a Saturday.
A.4.6 Call back
A.4.6.1 An Employee, except in the case of service work, who is called back to
work overtime after leaving work, will be paid for at least four hours at
the applicable overtime rate.
A.4.6.2 An Employee required to perform 'service work' outside normal working
hours for breakdown, accident or other emergency work shall be paid
at the rate of double time. The time of work includes reasonable time of
travel between the Employees place of residence and work provided
there is the minimum payment of two (2) hours of pay for the first call
back and in the case of a subsequent call(s) in the same day a minimum
of a one (1) hour payment.
A.4.7 On Call
A.4.7.1 An On Call is defined as a customer requesting the Employer after the
close of business to attend an emergency service that is to be
performed outside of normal working hours.
A.4.7.2 The Service Employees covered by this Agreement at each branch
are responsible for arranging and staffing the On Call roster to ensure
coverage at all times after normal working hours. This includes the
requirement that when Employees who are rostered On Call are not
available for any reason they are to arrange someone to replace them
and also to advise the after-hours answering service and
management of the changes.
A.4.7.3 Employees rostered On Call are to be available to respond to service
calls for the duration of the On Call period. If an Employee is legitimately
unavailable to attend the call, then that Employee shall organise another
Employee to respond to the call within a reasonable time.
A.4.7.4 For each call out where the Employee has attended site, a minimum of
four (4) hours, at double time shall be paid. Should a call take longer
than four (4) hours, overtime payments at double time shall continue
until completion of the call.
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A.4.7.5 Every effort should be made to solve the problem in the call out. If there
is a second call about the same problem, without a reasonable
explanation, only the first call out will be paid, and only if the problem is
resolved.
A.4.7.6 When an Employee's personal vehicle is used for a call out at the
request of the Employer a payment of $0.74 / km will be made.
A.4.7.7 Specific On Call Allowances are prescribed in Table A.3.
A.5 Meal Breaks and Rest Pauses
A.5.1 Employees are entitled to an unpaid meal break of 30 minutes per day.
A.5.2 Where possible the meal break should be as near as practicable to the middle
of the working day. Occupational Health and Safety considerations will always
prevail.
A.5.3 For work instructed to be done during meal breaks and thereafter until a meal
break is allowed time and one half rates will be paid. An Employee will not be
requested to work for more than five hours without a break for a meal.
A.5.4 Where practicable, the Employee is entitled to a rest pause of ten minutes
duration in the first half of their daily work. This rest pause is to be taken at times
that do not interfere with the continuity of work.
A.6 Allowances
All rates are prescribed in Table A.2 and A.4.
A.6.1 Living Away From Home
A.6.1.1 Option 1: By agreement between the Employer and the Employee, the
Employer will provide accommodation at a reasonable standard (bed &
breakfast) and a $60.00 per day meal and expenses allowance per 24
hours. Applicable for new projects.
A.6.1.2 Option 2: By agreement between the Employer and the Employee the
Employer will pay the Employee an all-inclusive rate of $120.00 when
living away from home per 24 hours. This allowance includes bed &
breakfast plus all meals and other expenses and no further claims can
be made. Applicable for new projects.
A.6.1.3 Remote Work
A.6.1.3.1 An employee on remote work may after two months' continuous
service and thereafter at two monthly intervals return to his/her
home for an agreed period and shall be paid the fares reasonably
incurred in so travelling to his/her home and the place of work.
Provided, however, that if the work upon which the employee is
engaged will be completed within fourteen days after the
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expiration of any such period of two months, as hereinbefore
mentioned, then the provisions of this sub-clause shall not be
applicable.
A.6.1.3.2 An employee on work in a radius of no more than 1,000
kilometres from his/her normal place of employment may be
entitled to return home each month provided that if work upon
which an employee is engaged will be completed within 7 days
after the expiration of any such period of 1 month as
hereinbefore mentioned then the provision of this sub-clause
shall not be applicable.
A.6.2 Leading Hand Allowance
A.6.2.1 Leading Hands are accountable and responsible for their team and for
getting work completed in an efficient, effective and safe manner. The
parties acknowledge that the Employer has a policy dealing with the role
and responsibilities of Leading Hands.
A.6.2.2 The Employer will determine the number of Leading Hands and will at the
Employer's discretion, based on fair and objective criteria, select the
team leaders.
A.6.2.3 The Leading Hand allowance will be paid as outlined in TableA.2.
A.6.3 Productivity Allowance
A.6.3.1 For the purpose of this paragraph, the productivity allowance includes
any allowance or additional payment specific to a particular site or
project as set out in a certified / code compliant project agreement.
A.6.3.2 Employees receive the productivity allowance as defined in A 6.3.1,
whichever is the higher when the certified /code compliant project
agreement states that this allowance shall be in lieu of any other similar
allowance. Where the certified/code compliant project agreement states
that the site allowance shall be paid in addition to any similar allowance
then site allowance shall be paid in addition to the productivity
allowance.
A.6.3.3 Employees will be paid a productivity allowance as prescribed in
Appendix B.
A.6.4 Fares Allowance
The Fares Allowance will be paid at the rate per day as prescribed in Table A.2
for all Employees except Employees with company vehicles. Fares will be paid
on each day the Employee attends work to compensate for fares to travel to work
whether actually paid by the Employees or not. Fares are payable on RDO days.
A.6.5 Travelling Time
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
A.6.5.1 Travelling time will be paid at the agreed rates as per Table A.2 at 2
hours per day. In instances where the employee is required to travel to
their first job site outside the Greater Sydney Metro Area and the travel
time is greater than two (2) hours from their residence, after two (2)
hours travel, they will be paid travel time at ordinary hourly rates.
For the purpose of this clause Greater Sydney Metro is defined as the
County of Cumberland.
A.6.5.2 All other travelling time and living away from home allowance will be
agreed with the Employer and the Employees on a project basis.
A.6.5.3 Travelling time is payable on RDOs.
A.6.5.4 The Employer is not required to place Employees at job sites closest to
their place of residence; however Employees will not be treated unfairly
in this regard.
A.6.6 Transport of Employees after Overtime
Where an Employee after having worked overtime finishes at a time when
reasonable means of transport are not available this Employee will be paid for the
reasonable time travelling back to the home or other form of transport will be
arranged.
A.6.7 Multi-Storey Allowance
A.6.7.1 For the purpose of this allowance a multi-storey building is a building
which will, when complete, consist of five or more story levels.
A.6.7.2 Complete means the building is fully functional and all work which was
part of the principal contract is complete.
A.6.7.3 For the purposes of this paragraph, a storey level means structurally
completed floor, walls, pillars or columns, and ceiling (not being false
ceilings) of a building, and shall include basement levels and mezzanine
or similar levels (but excluding 'half floors' such as toilet blocks or store
rooms located between floors).
A.6.7.4 For the purpose of this paragraph renovation work is work performed on
existing multi-storey buildings where the use of standard passenger or
goods lifts are precluded for use by sprinkler fitters, and such work
involves structural alterations which extend to more than two storey
levels in a building and at least part of the work to be performed is
performed above the fourth storey level.
A.6.7.5 Provided that any buildings or structures which do not have regular
storey levels but which are not classed as towers (e.g. grandstands,
aircraft hangars, large warehouses, etc.) and which exceed fifteen
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
metres in height may be covered by this sub-paragraph. Where no
agreement is reached, by determination of the Fair Work Australia.
A.6.7.6 Plant Room — Further provided that a plant room situated on the top of
a building shall constitute a further storey level if the plant room
occupies 25% of the total roof area or an area of 100 square metres
whichever is the lesser.
A.6.7.7 The multi-storey allowance will be paid to all Employees on a site
engaged in construction or renovation of a multi-storey building. The
allowance compensates for the disabilities experienced in, and which
are peculiar to construction or renovation of a multi-storey building.
A.6.7.8 The allowance is payable based on the building height at any given time
and will be paid at the maximum rate until the completion of the building
when the building reaches the highest point. The multi-storey rates are
prescribed in Table A.4.
A.6.8 First Aid Allowance
Employees who are qualified in First Aid and have been appointed by their
Employer to carry out first aid duties in addition to their normal duties will be
paid a First Aid allowance when required to perform such duties.
A.6.9 Explosive Powered Tools
An employee being a qualified operator of any explosive powered tools who is
required to use such powered tool shall be paid an allowance as prescribed in
Table A.4 for each day on which he/she uses such a tool.
A.6.10 Bitumen Work
An employee handling hot bitumen or asphalt or dipping materials in creosote
shall be paid an allowance as prescribed in Table A.4 per hour extra.
A.6.11 Work in Ships
Employees engaged on work in ships over 60 feet in length will be paid a Work
in Ships allowance per day as prescribed in Table A.4.
A.6.12 Welding Qualification
Employees who are requested by the Employer to hold the relevant
qualifications required for pressure oxy-acetylene or electric welding, either
manual or machine welding, will be paid an additional welding qualification
allowance for each completed hour performing such work.
A.6.13 Scaffolding License / Certificate
Employees who are holders of a current Scaffolding Licence / Certificate and
are responsible for erecting scaffolding on a site will be paid an allowance when
required to perform such work.
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A.6.14 Insulation
Employees handling charcoal, pumice, granulated cork, silicate of cotton,
insulwool, slag wool, limpet fibre, vermiculite, or other recognised insulating
materials of a like nature will be paid an additional allowance per hour or part
thereof. This allowance also includes Employees in the immediate vicinity who
is affected by the use of such materials.
A.6.15 Fumes
Employees required to work in a place where fumes of sulphur or other acid or
other offensive fumes, including benzol, are present will be paid a fumes
allowance as prescribed in Table A.4.
A.6.16 Acid
An employee required to work on acid furnaces, acid stills or acid towers shall
be paid an acid allowance per hour extra whilst so engaged as prescribed in
Appendix B.
A.6.17 Hot Work
Employees required to work in places where the temperature has been raised by
artificial means to between 46 and 54 degree Celsius will be paid an additional
allowance per hour or part thereof. Where the work continues beyond two (2)
hours the Employee will be entitled to a paid 20 minute rest break after every two
(2) hours of work, except for the normal rest breaks described in A.5.
A.6.18 Cold Work
Employees required to work in places where the temperature has been lowered
by artificial means to less than 0 degree Celsius will be paid an additional
allowance per hour or part thereof. Where the work continues beyond two (2)
hours the Employee will be entitled to a paid 20 minute rest break after every
two (2) hours of work, except for the normal rest breaks described in A.5
A.6.19 Infectious Diseases or Morgues
An employee when engaged in repairs, demolition and/or maintenance of any
of the following places:
A.6.19.1 Any block or portion of a hospital used for the care or treatment of
patients suffering from infectious or contagious diseases shall be paid
an allowance per hour extra as prescribed in Table A.4;
A.6.19.2 Morgues: If the employee is working inside a morgue in which one or
more dead bodies are not in refrigeration he/she shall be paid an
allowance per hour extra as prescribed in Table A.4;
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A.6.19.3 Provided that the additional payments set out in A 6.19.1 and A 6.19.2
above shall not in any event be less than daily minimum rate as
prescribed in Table A.4.
A.6.20 Towers Allowance
An employee working a chimney stack, spire, tower, radio or television mast or
tower, air shaft (other than above ground in a multi storey building), cooling
tower, water tower or silo, where the construction exceeds 15 metres in height
shall be paid for all work above 15 metres a Towers allowance per hour, with an
additional Towers allowance for work above each further 15 metres.
A.6.21 Service Work
Employees will be paid a service work allowance whilst engaged in service work
to compensate for the particular disabilities involved in such work. Service work
means repair, overhaul and / or alteration of operative fire protection systems
involving the daily reinstatement of such systems to normal operating level. Fully
operative system means a system that is normally connected to the brigade
daily and which must be reinstated each day to its fully functional normal
condition.
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
Table A.1 RATES OF PAY
Sydney/Wollongong
Current All
Purpose
Hourly Rate
Effective first
full pay period
on or after 6th
May 2021
Effective first
full pay period
on or after 6th
May 2021
1st Class Fitter $39.31 $40.69 $42.11
Registered Fitter $41.38 $42.83 $44.33
4th Year Apprentice $34.40 $35.60 $36.85
3rd Year Apprentice $28.67 $29.67 $30.71
2nd Year Apprentice $20.27 $20.98 $21.71
1st Year Apprentice $18.43 $19.08 $19.74
Redundancy Fund
Income Protection
per week
1st Class Fitter $200.00 Up to $15.00
Registered Fitter $200.00 Up to $15.00
4th Year Apprentice $180.00 Up to $15.00
3rd Year Apprentice $150.00 Up to $15.00
2nd Year Apprentice Nil Up to $15.00
1st Year Apprentice Nil Up to $15.00
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
Newcastle
Current All
Purpose
Hourly Rate
Effective first
full pay period
on or after 6th
May 2021
Effective first
full pay period
on or after 6th
May 2022
1st Class Fitter $37.08 $38.56 $40.11
Registered Fitter $39.03 $40.59 $42.21
4th Year Apprentice $32.45 $33.75 $35.10
3rd Year Apprentice $27.04 $28.12 $29.25
2nd Year Apprentice $19.12 $19.88 $20.68
1st Year Apprentice $17.38 $18.08 $18.80
Redundancy Fund
Income Protection
per week
1st Class Fitter $200.00 Up to $15.00
Registered Fitter $200.00 Up to $15.00
4th Year Apprentice $180.00 Up to $15.00
3rd Year Apprentice $150.00 Up to $15.00
2nd Year Apprentice Nil Up to $15.00
1st Year Apprentice Nil Up to $15.00
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
Table A.2 ALLOWANCES
Sydney/Wollongong
Other Rates & Allowances
Effective first
full pay
period on or
after 6th May
2021
Effective first
full pay
period on or
after 6th May
2022
*Travel Time/hour $36.44 $37.17
Productivity/hour 1 Class Fitter
& Registered Fitter
$1.70 $1.70
Productivity/hour 3rd & 4th Year
Apprentices
$1.35 $1.35
Productivity/hour 1st and 2nd
Year Apprentices
Nil Nil
*Fares/day $16.21 $16.21
Leading Hand 10 (under
supervision)
$9.71 $9.71
Leading Hand per day (in charge of):
Leading Hand 10+ (under
supervision)
$12.11 $12.11
Leading Hand 10 (sole
charge)
$12.11 $12.11
Leading Hand 10+ (sole
charge)
$13.71 $13.71
Special allowance $17.00 $17.00
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
Newcastle
Other Rates & Allowances
Effective first
full pay
period on or
after 6th May
2021
Effective first
full pay
period on or
after 6th May
2022
*Travel Time/hour $34.38 $35.07
Productivity/hour 1 Class Fitter
& Registered Fitter
$1.70 $1.70
Productivity/hour 3rd & 4th
Year
Apprentices
$1.35 $1.35
Productivity/hour 1st and 2nd
Year Apprentices
Nil Nil
*Fares/day $16.2 $16.21
Leading Hand per day (in charge of):
Leading Hand 10 (under
supervision)
$9.71 $9.71
Leading Hand 10+ (under
supervision)
$12.11 $12.11
Leading Hand 10 (sole
charge)
$12.11 $12.11
Leading Hand 10+ (sole
charge)
$13.71 $13.71
Special allowance $17.00 $17.00
I
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
Table A.3 ON CALL
On Call Allowance
Effective first
full pay period
on or after 6th
May 2021
Effective first
full pay period
on or after 6th
May 2022
Sydney/Wollongong: Mon ‒ Fri
per night
$56.00 $56.00
Sydney/Wollongong: Sat, Sun,
Public Holidays per day (24
hours)
$112.00 $112.00
Newcastle (divided pro rata
between those on the roster)
per week
$336.00 $336.00
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Table A.4 ALLOWANCES
Other Rates & Allowances
Effective first
full pay
period on or
after 6th May
2021
Effective first
full pay
period on or
after 6th May
2022
Multi-Storey
Commencement - 15th floor per hour $0.42 $0.42
16 - 30th floor per hour $0.51 $0.51
31 - 45th floor per hour $0.79 $0.79
46 - 60th floor per hour $1.02 $1.02
61st floor onwards per hour $1.25 $1.25
First Aid Allowance per day $2.26 $2.26
Explosive Powered Tools per day $1.25 $1.25
Bitumen Work per hour $0.66 $0.66
Work in Ships
First Class Fitter per day $15.56 $15.56
All Others per day $11.39 $11.39
Welding Qualification - Oxyacetylene
per hour
$0.50 $0.50
Welding Qualification - Electric per
hour
$0.50 $0.50
Scaffolders License/Certificate per
week
$15.55 $15.55
Insulation per hour $0.66 $0.66
Fumes per hour $0.66 $0.66
Acid per hour $1.59 $1.59
Hot Work
46°C - 54°C per hour $0.53 $0.53
Exceeding 54°C per hour $0.66 $0.66
Cold Work $0.53 $0.53
Daily minimum diseases and
morgues
$0.37 $0.37
Contagious diseases per hour $0.04 $0.04
Morgues per hour $0.05 $0.05
Towers per hour $0.53 $0.53
Service Work per day $5.34 $5.34
LAFHA
Option 1 - Bed & Breakfast plus per
day
$60.00 $60.00
Option 2 - per day $120.00 $120.00
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
TABLE A.5 CHART OF ENTITLEMENT – YES/NO
Fares Travel Productivity
Allowance
Leading
Hand
Service
Allowance
On Call
Ordinary Yes Yes Yes Yes Yes Yes
Overtime –
Weekday
No No Yes No No No
Overtime –
Weekend
Yes Yes Yes No No No
Call-Out No Not
included
In Time
*Yes
For hours
worked
No No No
Sick No No No No No No
Annual No No No No No No
Leave without
Pay
No No No No No No
RDO Yes Yes No No No Yes
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
APPENDIX B – SYSTEM
B.1 Hours of Work
B.1.1 Full-time Employees are required to work 38 hours per week rostered over a
weekly cycle.
B.1.2 Ordinary hours each day will be 8 hours, with 0.4 hours accrued on a daily basis
towards the four weekly RDO entitlement as per paragraph A.3.
B.1.3 The span of ordinary hours of work is between 6.00 am and 6.00 pm Monday to
Friday.
B.1.4 Hours of work may be varied by agreement between the Employer and the
Employee/s.
B.1.5 Time worked in excess of the rostered weekly hours will be regarded and paid as
overtime.
B.2 Rostered Days Off (RDOs) and Paid Leisure Days (PLDs)
B.2.1 Ordinary working hours will be worked as a 19 day four week cycle of eight hours
per day, Monday to Friday, with a Rostered Day Off (RDO) of 7.6 hours each
four weeks.
B.2.2 The Employee will accrue 0.4 hours per day or 2 hours per week towards a four
weekly RDO.
B.2.3 To improve productivity, efficiency and flexibility, RDOs will be rostered over
each month.
B.2.4 Each day of paid leave taken and any public holiday occurring during Monday to
Friday of any four week cycle will be regarded as a day worked for RDO accrual
purposes.
B.2.5 The Employer will keep RDO records for each Employee.
B.2.6 By agreement between the Employer and each Employee/s, and taking into
account operational requirements, options include the following:
B.2.6.1 The Employee takes the industry RDO
B.2.6.2 The Employee takes the RDO at other times agreed with the Employer.
B.2.7 All RDOs will be paid out at single time rates at the termination of the employment
relationship between the Employee and the Employer.
B.2.1 Paid Leisure Days (PLDs)
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B.2.2.1.1 Employees of the Systems (Contracts / Construction) Division
shall accrue thirteen Paid Leisure Days (PLDs) per annum.
B.2.2.1.2 The PLDs are to be taken at the times agreed between the Employer
and each Employee/s. To avoid excessive PLD accruals, all
accrued PLDs must be taken on a quarterly basis.
B.2.2.1.3 Employees seeking to take PLDs before or after a weekend or
public holiday must gain the Employer's approval in advance.
B.2.2.1.4 PLD days taken on a Saturday or Sunday do not attract a further
PLD or RDO accrual, but are valued at 7.6 hours in its entirety.
PLD days taken on a normal working day do attract RDO accrual
and are paid at 7.6 hours at single time rates.
B.2.2.1.5 All entitlements of PLDs will be paid out at single time rates at the
termination of the employment relationship between the
Employee and the Employer.
B.3 Shift Work
B.3.1 Shift work may be required to meet business demands. Shift work is considered
to be a shift that is worked either in part or in full outside the hours of 6.00am
and 6.00pm.
B.3.2 Provided an Employee is rostered to work a shift outside of the ordinary span of
hours the following applies:
B.3.2.1 An Employee whilst performing shift work, and finishing this shift before
12am midnight, will be paid 1 and 1/3rd times the Employee's ordinary
rate.
B.3.2.2 An Employee whilst performing shift work, and finishing this shift after
12.00am midnight, will be paid at time and one half the Employee's
ordinary rate.
B.3.2.3 A shift worker is entitled to an unpaid meal or rest break of 45 minutes or
where the Employer and the Employee agree a 30 minute break to suit
particular circumstances.
B.4 Overtime
B.4.1 The Employer may require all Employees to work reasonable overtime.
B.4.2 The Employer will pay authorised overtime at the appropriate rate as follows
(based on the Employees ordinary rate of pay):
B.4.2.1 All overtime worked prior to ordinary hours from Monday — Friday will
be paid at double time.
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B.4.2.2 All overtime worked after ordinary hours from Monday — Friday will be
paid at time and one half for the first two hours and double time
thereafter.
B.4.2.3 All time worked on Saturdays and Sundays will be paid at double time
with a minimum of four hour pay.
B.4.2.4 All time worked on Public Holidays will be paid at double time and a half.
B.4.2.5 All overtime worked whilst on shift work will be paid a double time rates.
B.4.3 Meal Allowance during Overtime
Where an Employee is required to work overtime in excess of one and a half
hours and has not been given notice of this overtime on the previous working
day or 24 hours prior to the overtime requirement that Employee will be paid
a meal allowance of $12.00 for each day.
B.4.4 Rest period after Overtime
Employees who work overtime must have a ten hour break without loss of pay
before the next regular starting time, otherwise overtime will be paid for all time
at work until an Employee has had at least ten hours rest.
B.4.5 Crib break
B.4.5.1 Employees who are required to work overtime for two hours or more
will have a paid 20 minute crib break directly after the cessation of
their ordinary hours of work. A further 30 minute paid crib break will
be supplied after each four hours of continuous work.
B.4.5.2 The crib break will be paid at ordinary rates when working overtime on
a Saturday.
B.4.6 Call back
B.4.6.1 An Employee, except in the case of service work, who is called back to
work overtime after leaving work, will be paid for at least four hours at
the applicable overtime rate.
B.4.6.2 An Employee required to perform 'service work' outside normal working
hours for breakdown, accident or other emergency work shall be paid
at the rate of double time. The time of work includes reasonable time of
travel between the Employees place of residence and work provided
there is the minimum payment of two (2) hours of pay for the first call
back and in the case of a subsequent call(s) in the same day a minimum
of a one (1) hour payment.
B.5 Meal Breaks and Rest Pauses
B.5.1 Employees are entitled to an unpaid meal break of 30 minutes per day.
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B.5.2 Where possible the meal break should be as near as practicable to the middle
of the working day. Occupational Health and Safety considerations will always
prevail.
B.5.3 For work instructed to be done during meal breaks and thereafter until a meal
break is allowed time and one half rates will be paid. An Employee will not be
requested to work for more than five hours without a break for a meal.
B.5.4 By agreement between the Employee/s and Employer the Employee may take
an unpaid meal break of 30 minutes at the first half of the day and take their ten
minute rest pause at the end of their working day by finishing 10 minutes earlier.
B.6 Allowances
All rates are prescribed in Table B.2 and B.3.
B.6.1 Living Away From Home
B.6.1.1 Option 1: By agreement between the Employer and the Employee, the
Employer will provide accommodation at a reasonable standard (bed &
breakfast) and a $60.00 per day meal and expenses allowance per 24
hours. Applicable for new projects.
B.6.1.2 Option 2: By agreement between the Employer and the Employee the
Employer will pay the Employee an all-inclusive rate of $120.00 when
living away from home per 24 hours. This allowance includes bed &
breakfast plus all meals and other expenses and no further claims can
be made. Applicable for new projects.
B.6.1.3 Remote Work
B.6.1.3.1 An employee on remote work may after two months' continuous
service and thereafter at two monthly intervals return to his/her
home for an agreed period and shall be paid the fares reasonably
incurred in so travelling to his/her home and the place of work.
Provided, however, that if the work upon which the employee is
engaged will be completed within fourteen days after the
expiration of any such period of two months, as hereinbefore
mentioned, then the provisions of this sub-clause shall not be
applicable.
B.6.1.3.2 An employee on work in a radius of no more than 1,000
kilometres from his/her normal place of employment may be
entitled to return home each month provided that if work upon
which an employee is engaged will be completed within 7 days
after the expiration of any such period of 1 month as
hereinbefore mentioned then the provision of this sub-clause
shall not be applicable.
B.6.2 Leading Hand Allowance
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B.6.2.1 Leading Hands are accountable and responsible for their team and for
getting work completed in an efficient, effective and safe manner. The
parties acknowledge that the Employer has a policy dealing with the role
and responsibilities of Leading Hands.
B.6.2.2 The Employer will determine the number of Leading Hands and will at the
Employer's discretion, based on fair and objective criteria, select the team
leaders.
B.6.2.3 The Leading Hand allowance will be paid as outlined in Table B.2.
B.6.3 Site Allowance
B.6.3.1 For the purpose of this paragraph, the site allowance includes any
allowance or additional payment specific to a particular site or project as
set out in a certified / code compliant project agreement.
B.6.3.2 Employees receive the site allowance as defined in B 6.3.1, whichever
is the higher when the certified /code compliant project agreement
states that this allowance shall be in lieu of any other similar allowance.
Where the certified/code compliant project agreement states that the
site allowance shall be paid in addition to any similar allowance then
site allowance shall be paid in addition to the productivity allowance.
B.6.3.3 Employees will be paid a site allowance as prescribed in Table B.2.
B.6.4 Fares Allowance
The Fares Allowance will be paid at the rate per day as prescribed in Table B.2
for all Employees except Employees with company vehicles. Fares will be paid
on each day the Employee attends work to compensate for fares to travel to work
whether actually paid by the Employees or not. Fares are payable on RDO days.
No fares are payable on Paid Leisure Days
B.6.5 Travelling Time
B.6.5.1 Travelling time will be paid at the agreed rates as per Table B.2 at 2
hours per day. In instances where the employee is required to travel to
their first job site outside the Greater Sydney Metro Area and the travel
time is greater than two (2) hours from their residence, after two (2)
hours travel, they will be paid travel time at ordinary hourly rates.
For the purpose of this clause Greater Sydney Metro is defined as the
County of Cumberland.
B.6.5.2 All other travelling time and living away from home allowance will be
agreed with the Employer and the Employees on a project basis.
B.6.5.3 Travelling time is not payable on PLDs but is payable on RDOs.
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B.6.5.4 The Employer is not required to place Employees at job sites closest to
their place of residence; however Employees will not be treated unfairly
in this regard.
B.6.6 Transport of Employees after Overtime
Where an Employee after having worked overtime finishes at a time when
reasonable means of transport are not available this Employee will be paid for the
reasonable time travelling back to the home or other form of transport will be
arranged.
B.6.7 Multi-Storey Allowance
B.6.7.1 For the purpose of this allowance a multi-storey building is a building
which will, when complete, consist of five or more story levels.
B.6.7.2 Complete means the building is fully functional and all work which was
part of the principal contract is complete.
B.6.7.3 For the purposes of this paragraph, a storey level means structurally
completed floor, walls, pillars or columns, and ceiling (not being false
ceilings) of a building, and shall include basement levels and mezzanine
or similar levels (but excluding 'half floors' such as toilet blocks or store
rooms located between floors).
B.6.7.4 For the purpose of this paragraph renovation work is work performed on
existing multi-storey buildings where the use of standard passenger or
goods lifts are precluded for use by sprinkler fitters, and such work
involves structural alterations which extend to more than two storey
levels in a building and at least part of the work to be performed is
performed above the fourth storey level.
B.6.7.5 Provided that any buildings or structures which do not have regular
storey levels but which are not classed as towers (e.g. grandstands,
aircraft hangars, large warehouses, etc.) and which exceed fifteen
metres in height may be covered by this sub-paragraph. Where no
agreement is reached, by determination of the Fair Work Australia.
B.6.7.6 Plant Room — Further provided that a plant room situated on the top of
a building shall constitute a further storey level if the plant room
occupies 25% of the total roof area or an area of 100 square metres
whichever is the lesser.
B.6.7.7 The multi-storey allowance will be paid to all Employees on a site
engaged in construction or renovation of a multi-storey building. The
allowance compensates for the disabilities experienced in, and which
are peculiar to construction or renovation of a multi-storey building.
B.6.7.8 The allowance is payable based on the building height at any given time
and will be paid at the maximum rate until the completion of the building
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when the building reaches the highest point. The multi-storey rates are
prescribed in Table B.3.
B.6.8 First Aid Allowance
Employees who are qualified in First Aid and have been appointed by their
Employer to carry out first aid duties in addition to their normal duties will be
paid a First Aid allowance when required to perform such duties.
B.6.9 Explosive Powered Tools
An employee being a qualified operator of any explosive powered tools who is
required to use such powered tool shall be paid an allowance as prescribed in
Table B.3 for each day on which he/she uses such a tool.
B.6.10 Bitumen Work
An employee handling hot bitumen or asphalt or dipping materials in creosote
shall be paid an allowance as prescribed in Table B.3 per hour extra.
B.6.11 Work in Ships
Employees engaged on work in ships over 60 feet in length will be paid a Work
in Ships allowance per day as prescribed in Table B.3.
B.6.12 Welding Qualification
Employees who are requested by the Employer to hold the relevant
qualifications required for pressure oxy-acetylene or electric welding, either
manual or machine welding, will be paid an additional welding qualification
allowance for each completed hour performing such work.
B.6.13 Scaffolding License / Certificate
Employees who are holders of a current Scaffolding Licence / Certificate and
are responsible for erecting scaffolding on a site will be paid an allowance when
required to perform such work.
B.6.14 Insulation
Employees handling charcoal, pumice, granulated cork, silicate of cotton,
insulwool, slag wool, limpet fibre, vermiculite, or other recognised insulating
materials of a like nature will be paid an additional allowance per hour or part
thereof. This allowance also includes Employees in the immediate vicinity who
is affected by the use of such materials.
B.6.15 Fumes
Employees required to work in a place where fumes of sulphur or other acid or
other offensive fumes, including benzol, are present will be paid a fumes
allowance as prescribed in Table B.3.
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B.6.16 Acid
An employee required to work on acid furnaces, acid stills or acid towers shall
be paid an acid allowance per hour extra whilst so engaged as prescribed in
Table B.3.
B.6.17 Hot Work
Employees required to work in places where the temperature has been raised by
artificial means to between 46 and 54 degree Celsius will be paid an additional
allowance per hour or part thereof. Where the work continues beyond two (2)
hours the Employee will be entitled to a paid 20 minute rest break after every two
(2) hours of work, except for the normal rest breaks described in B.5.
B.6.18 Cold Work
Employees required to work in places where the temperature has been lowered
by artificial means to less than 0 degree Celsius will be paid an additional
allowance per hour or part thereof. Where the work continues beyond two (2)
hours the Employee will be entitled to a paid 20 minute rest break after every
two (2) hours of work, except for the normal rest breaks described in B.5
B.6.19 Infectious Diseases or Morgues
An employee when engaged in repairs, demolition and/or maintenance of any
of the following places:
B.6.19.1 Any block or portion of a hospital used for the care or treatment of
patients suffering from infectious or contagious diseases shall be paid
an allowance per hour extra as prescribed in Table B.3;
B.6.19.2 Morgues: If the employee is working inside a morgue in which one or
more dead bodies are not in refrigeration he/she shall be paid an
allowance per hour extra as prescribed in Table B.3;
B.6.19.3 Provided that the additional payments set out in B 6.19.1 and B 6.19.2
above shall not in any event be less than daily minimum rate as
prescribed in Table B.3.
B.6.20 Towers Allowance
An employee working a chimney stack, spire, tower, radio or television mast or
tower, air shaft (other than above ground in a multi storey building), cooling
tower, water tower or silo, where the construction exceeds 15 metres in height
shall be paid for all work above 15 metres a Towers allowance per hour, with an
additional Towers allowance for work above each further 15 metres.
B.6.21 Service Work
Employees will be paid a service work allowance whilst engaged in service work
to compensate for the particular disabilities involved in such work. Service work
means repair, overhaul and / or alteration of operative fire protection systems
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involving the daily reinstatement of such systems to normal operating level. Fully
operative system means a system that is normally connected to the brigade
daily and which must be reinstated each day to its fully functional normal
condition.
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TABLE B.1 WAGE RATES
Current All
Purpose
Hourly Rate
Effective first
full pay period
on or after 6th
May 2021
Effective first
full pay period
on or after 6th
May 2022
1st Class Fitter $39.31 $40.69 $42.11
Registered Fitter $41.38 $43.04 $44.76
4th Year Apprentice $34.40 $35.60 $36.85
3rd Year Apprentice $28.67 $29.67 $30.71
2nd Year Apprentice $20.27 $20.98 $21.71
1st Year Apprentice $18.43 $19.08 $19.74
Redundancy Fund
Income Protection
per week
1st Class Fitter $200.00 Up to $15.00
Registered Fitter $200.00 Up to $15.00
4th Year Apprentice $180.00 Up to $15.00
3rd Year Apprentice $150.00 Up to $15.00
2nd Year Apprentice Nil Up to $15.00
1st Year Apprentice Nil Up to $15.00
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TABLE B.2 ALLOWANCES
Other Rates & Allowances
Effective first
full pay
period on or
after 6th May
2021
Effective first
full pay
period on or
after 6th May
2022
*Travel Time/hour $36.44 $37.17
Site/hour 1 Class Fitter &
Registered Fitter
$1.70 $1.70
Site/hour 3rd & 4th Year
Apprentices
$1.35 $1.35
Site/hour 1st and 2nd Year
Apprentices
Nil Nil
*Fares/day $16.21 $16.21
Leading Hand per day (in charge
of):
1 – 3 persons $10.00 $10.00
4 – 10 persons $14.62 $14.62
11-15 persons $27.00 $27.00
16+ persons $32.40 $32.40
Special allowance $17.00 $17.00
I
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TABLE B.3 ALLOWANCES
Other Rates & Allowances
Effective first
full pay period
on or after 6th
May 2021
Effective first
full pay period
on or after 6th
May 2022
Multi-Storey
Commencement - 15th floor per hour $0.42 $0.42
16 - 30th floor per hour $0.51 $0.51
31 - 45th floor per hour $0.79 $0.79
46 - 60th floor per hour $1.02 $1.02
61st floor onwards per hour $1.25 $1.25
First Aid Allowance per day $2.26 $2.26
Explosive Powered Tools per day $1.25 $1.25
Bitumen Work per hour $0.66 $0.66
Work in Ships
First Class Fitter per day $15.56 $15.56
All Others per day $11.39 $11.39
Welding Qualification - Oxyacetylene
per hour
$0.50 $0.50
Welding Qualification - Electric per
hour
$0.50 $0.50
Scaffolders License/Certificate per
week
$15.55 $15.55
Insulation per hour $0.66 $0.66
Fumes per hour $0.66 $0.66
Acid per hour $1.59 $1.59
Hot Work
46°C - 54°C per hour $0.53 $0.53
Exceeding 54°C per hour $0.66 $0.66
Cold Work $0.53 $0.53
Daily minimum diseases and
morgues
$0.37 $0.37
Contagious diseases per hour $0.04 $0.04
Morgues per hour $0.05 $0.05
Towers per hour $0.53 $0.53
Service Work per day $5.34 $5.34
LAFHA
Option 1 - Bed & Breakfast plus per
day
$60.00 $60.00
Option 2 - per day $120.00 $120.00
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TABLE B.4 CHART OF ENTITLEMENT – YES/NO
Fares Travel Site
Allowance
Leading
Hand
Service
Allowance
On Call
Ordinary Yes Yes Yes Yes Yes Yes
Overtime -
Weekday
No No Yes No No No
Overtime -
Weekend
Yes Yes Yes No No No
Call-Out No Not
included In
Time
*Yes
For hours
worked
No No No
Sick No No No No No No
Annual No No No Yes No No
Leave without
Pay
No No No No No No
PLD No No No No No No
RDO Yes Yes No No No Yes
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CFS NSW Sprinkler Fitter Enterprise Agreement 2020 - 2023
APPENDIX C — CLASSIFICATION STRUCTURE
FIRST CLASS SPRINKLER FITTER
A 1st Class Sprinkler Fitter means an Employee who can undertake all work in preparing,
erecting, fitting, fixing, commissioning, altering, overhauling, repairing or testing of apparatus,
pipes and / or fittings including the fixing and connecting of tanks, valves, water, supplies,
pumps, gauges or alarms for systems for the detection, extinguishment and / or control of
fires and / or all pipes and / or fittings for conveyance of water, air and / or gas and / or
chemical compounds and / or pipes and fittings for hydros and hose reel services.
REGISTERED FITTER
Registered Fitter is a 1St Class Sprinkler Fitter who has a valid licence or certificate of registration
as a Water Plumber — Fire Protection Systems with the NSW Office of Fair Trading.
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LEADING HAND/ CHARGE HAND — CORE FUNCTIONS
1. Technical
• Read, interpret and apply technical job specifications
• Implement design criteria from installation drawings
• Plan sprinkler layout from drawings and fabrication sheets
• Provide input on estimates of sprinkler code AS2118
• Liaise with project designer
2. Supervision
• Manage site crew
• Maintain site diary
• Maintain strict site hours
• Keep track of estimates versus installation rates
• Maintain construction program
• Attend site meetings when required
• Manage and arrange site deliveries
• Manage tools, plant and site equipment
• Forward planning of work areas
• Liaise with Site Manager
• Carry out testing and commissioning of systems
• Maintain high standards of uniforms and enforce wearing
• Initiate disciplinary action as required
3. Administration
• Maintain good received report
• Organise and collect weekly time sheets
• Order material short falls
• Keep records of hours for variation purposes
• Be aware of apprentices and TECH attendances
• Record sick leave and lateness on site
• Have input into monthly progress claims
4. Quality Assurance
• Apply the Company QA Manual
• Record and administer non conformances
• Maintain records of inspection and testing plans
• Obtain sign offs for completed areas and file accordingly
5. EH&S (Environment Health & Safety)
• Apply EH&S company policy and standards
• Implement safety procedures on site
• Administer and maintain register of monthly electrical tools checks
• Record and report injuries / workers compensation claims
• General housekeeping
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• Administer the Safety Committee Drug and Alcohol policy to be formalised and
issued
• Enforce non-smoking zones on site accommodations
• Enforce the use of PPE
• Provide pleasant and efficient service to clients
• Maintain professional presentation
• Maintain vehicles to high standards
• Promote the Employer
Schedule 2.2 Model flexibility term
(regulation 2.08)
Model flexibility term
(1) An employer and employee covered by this enterprise agreement may agree to make an
individual flexibility arrangement to vary the effect of terms of the agreement if:
(a) the agreement deals with 1 or more of the following matters:
(i) arrangements about when work is performed;
(ii) overtime rates;
(iii) penalty rates;
(iv) allowances;
(v) leave loading; and
(b) the arrangement meets the genuine needs of the employer and employee in relation to
1 or more of the matters mentioned in paragraph (a); and
(c) the arrangement is genuinely agreed to by the employer and employee.
(2) The employer must ensure that the terms of the individual flexibility arrangement:
(a) are about permitted matters under section 172 of the Fair Work Act 2009; and
(b) are not unlawful terms under section 194 of the Fair Work Act 2009; and
(c) result in the employee being better off overall than the employee would be if no
arrangement was made.
(3) The employer must ensure that the individual flexibility arrangement:
(a) is in writing; and
(b) includes the name of the employer and employee; and
(c) is signed by the employer and employee and if the employee is under 18 years of
age, signed by a parent or guardian of the employee; and
(d) includes details of:
(i) the terms of the enterprise agreement that will be varied by the arrangement;
and
(ii) how the arrangement will vary the effect of the terms; and
(iii) how the employee will be better off overall in relation to the terms and
conditions of his or her employment as a result of the arrangement; and
(e) states the day on which the arrangement commences.
(4) The employer must give the employee a copy of the individual flexibility arrangement
within 14 days after it is agreed to.
(5) The employer or employee may terminate the individual flexibility arrangement:
(a) by giving no more than 28 days written notice to the other party to the arrangement;
or
(b) if the employer and employee agree in writing — at any time.
