Wormald NSW Fire Equipment and Fixed Systems Testing Enterprise Agreement 2021-2024

1

Fair Work Act 2009 
s.185—Enterprise agreement

Wormald Australia Pty Ltd T/A Wormald
(AG2021/5617)

WORMALD NSW FIRE EQUIPMENT AND FIXED SYSTEMS 

TESTING ENTERPRISE AGREEMENT 2021-2024

Plumbing industry

DEPUTY PRESIDENT BOYCE SYDNEY, 29 JUNE 2021

Application for approval of the Wormald NSW Fire Equipment and Fixed Systems Testing 
Enterprise Agreement 2021-2024.

[1] An application has been made for approval of an enterprise agreement to be known as 
the Wormald NSW Fire Equipment and Fixed Systems Testing Enterprise Agreement 2021-
2024 (Agreement). The application was made pursuant to s.185 of the Fair Work Act 2009
(Act). It has been made by Wormald Australia Pty Ltd T/A Wormald (Employer). The 
Agreement is a single enterprise agreement.

[2] The Employer has provided written undertakings dated 28 June 2021. Those 
undertakings are attached at Annexure A to this decision and become terms of the 
Agreement. I am satisfied that the undertakings will not cause financial detriment to any 
employee covered by the Agreement (as compared to the relevant provisions of the Plumbing 
and Fire Sprinkler Award 2020), and that the undertakings will not result in substantial 
changes to the Agreement.

[3] The following employee organisation (which was a bargaining representative for the 
Agreement), has given notice under s.183 of the Act that they want to be covered by the 
Agreement:

Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and 
Allied Services Union of Australia (CEPU).

[4] In accordance with s.201(2) of the Act, I note that the Agreement covers this 
organisation.

[5] Subject to the undertakings referred to above, I am satisfied that each of the 
requirements of ss.186, 187, 188 and 190 of the Act, as are relevant to this application for 
approval, have been met.

[2021] FWCA 3741

DECISION
FairWork 

Commission 


AUSTRALIA FairWork Commission




 



[2021] FWCA 3741

2

[6] I am satisfied the more beneficial entitlements of the NES will prevail where there is 
an inconsistency between the Agreement and the NES.

[7] The Agreement is approved and, in accordance with s.54 of the Act, will operate from 
6 July 2021. The nominal expiry date of the Agreement is 29 June 2024.

DEPUTY PRESIDENT

Printed by authority of the Commonwealth Government Printer

AE512009  PR731148


WORK THE as aus NOISSINA




 



[2021] FWCA 3741

3

Annexure A

IN THE FAIR WORK COMMISSION 

FWC Matter No.: 
AG 2021/5617 

Applicant: 

Wormald 

Section 185 - Application for approval of a single enterprise agreement 

Undertaking-Section 190 

I, Mathew Sheriff, NSW Manager for Wormald give the following undertakings with respect to 
the Fire Equipment and Fixed System testing Enterprise Agreement 2021-2024 ("the 
Agreement") : 

1. I have the authority given to me by Wormald to provide this undertaking in relation to 
the application before the Fair Work Commission. 

2. Disputes Settlement Proceedure Cl 27 The company undertakes that all disputes that 
may arise from the implementation of NES (National Employment Standards) and 
disputes that may arise from the implementation of the said agreement will be in 
accordance with Sec 186 (6) of the Fair work Act. 

3. Shift Worker The company undertakes that the definition of a shift worker is in line with 
Part 1 Application and Operation (cl 2 Definition) of shift worker of the Plumbing and 
Sprinkler Pipe Fitters Award 2020. 

5. Termination Cl 24.2 The company undertakes that notice of termination will be 
consistent with Sec 123 of the Fair work Act. 

6. Annual Leave Cl 21(b) The company undertakes that an employee's accessing 
excessive leave will be required to leave a minimum of 6 weeks accrued leave 
within his or her leave bank. 

7. Casual Employment The company undertakes that the minimum engagement for 
the employment of a casual is a minimum of 3 hours employment. 

8. Part time Employment The company undertakes that part time engagement will 
be in line with clause 11 of the said award. 

9. Shift Penalties The company undertakes that the definition of shift worker is in line 
with CL 23.1 of the Plumbers and Sprinkler Pipe Fitters Award 2020. 

1 


IN THE FAIR WORK COMMISSION FWC Matter No .: AG 2021/5617 Applicant: Wormald Section 185 - Application for approval of a single enterprise agreement Undertaking- Section 190 I, Mathew Sheriff, NSW Manager for Wormald give the following undertakings with respect to the Fire Equipment and Fixed System testing Enterprise Agreement 2021-2024 ("the Agreement"): 1. I have the authority given to me by Wormald to provide this undertaking in relation to the application before the Fair Work Commission. 2. Disputes Settlement Proceedure CI 27 The company undertakes that all disputes that may arise from the implementation of NES (National Employment Standards) and disputes that may arise from the implementation of the said agreement will be in accordance with Sec 186 (6) of the Fair work Act. 3. Shift Worker The company undertakes that the definition of a shift worker is in line with Part 1 Application and Operation (cl 2 Definition) of shift worker of the Plumbing and Sprinkler Pipe Fitters Award 2020. 5. Termination CI 24.2_The company undertakes that notice of termination will be consistent with Sec 123 of the Fair work Act. 6. Annual Leave CI 21(b) The company undertakes that an employee's accessing excessive leave will be required to leave a minimum of 6 weeks accrued leave within his or her leave bank. 7. Casual Employment The company undertakes that the minimum engagement for the employment of a casual is a minimum of 3 hours employment. 8. Part time Employment The company undertakes that part time engagement will be in line with clause 11 of the said award. 9. Shift Penalties The company undertakes that the definition of shift worker is in line with CL 23.1 of the Plumbers and Sprinkler Pipe Fitters Award 2020. 1




 



[2021] FWCA 3741

4

Signature Mathew Shirriff 

~ -~ 
Title Se.r-v:. .....,12__ ~~b.e_r--

Date ".2.i IC, I '2..02.\ 

2 


Signature Mathew Shirriff M. SC .. 88 Title Service Manager Date 28/6/2021 2




 



NSW 

Fire Equipment and Fixed 
System Testing 

ENTERPRISE 
AGREEMENT 

2021 - 2024 

Page 1 of 24 


NSW Fire Equipment and Fixed System Testing ENTERPRISE AGREEMENT 2021 - 2024 Page 1 of 24




 

LawsonH
Undertaking



Table of Contents 
1. TITLE .............................................................................................................................................. 4 

2. PARTIES BOUND ........................................................................................................................ 4 

3. RELATIONSHIP TO AWARDS AND STANDARDS ............................................................. 4 

4. SCOPE ........................................................................................................................................... 4 

5. OBJECTIVES ............................................................................................................................... s 
6. NO EXTRA CLAIMS .................................................................................................................... s 
7. DATE AND PERIOD OF OPERATIONS .................................................................................. 5 

8. CONTRACT OF EMPLOYMENT .............................................................................................. 6 

8.1 Employee Engagement.. .................................................................................... 5 

8.2 Full Time Employee ........................................................................................... 6 

8.3 Part Time Employee .......................................................................................... 6 

8.4 Casual Employee .............................................................................................. 6 

8.5 Flexibility Arrangements ..................................................................................... 7 

8.6 Consultation and Induction to Change ................................................................... 7 

8.7 Stand Down of Employees .................................................................................. ? 

8.8 Employee Perfonnance Management... ................................................................. 7 

8.9 General Employment Conditions ....................................................................................... 8 

9. REMUNERATION ........................................................................................................................ 9 

9.1 Classification .................................................................................................... 9 

9.2 Rates of Pay .................................................................................................... 9 

10. SUPERANNUATION ................................................................................................................. 10 

11. REDUNDANCY .......................................................................................................................... 10 

12. 24 TOP-UP WORKERS COMPENSATION/24 HOUR ACCIDENT COVER & 
SICKNESS INSURANCE .......................................................................................................... 11 

13. FARES AND TRAVEL ARRANGEMENTS ........................................................................... 11 

14. HOURS OF WORK .................................................................................................................... 12 

15. EMERGENCY SERVICE WORK. ............................................................................................ 12 

16. BREAKS ...................................................................................................................................... 13 

17. OVERTIME REST BREAKS .................................................................................................... 13 

18. ROSTERED DAYS OFF (RDO's) ........................................................................................... 13 

19. OVERTIME .................................................................................................................................. 13 

20. WORK ON PUBLIC HOLIDAYS ............................................................................................. 14 

21. LEAVE ......................................................................................................................................... 14 

22. CHRISTMAS SHUT DOWN ..................................................................................................... 15 

23. JURY SERVICE MAKE-UP PAY AND COMMUNITY SERVICE LEAVE ........................ 15 

Page 2 of 24 


Table of Contents 1. TITLE ... 4 2. PARTIES BOUND 4 3. RELATIONSHIP TO AWARDS AND STANDARDS 4 4. SCOPE. .4 5. OBJECTIVES 5 ... 6. NO EXTRA CLAIMS 5 7. DATE AND PERIOD OF OPERATIONS. 5 8. CONTRACT OF EMPLOYMENT 6 8.1 Employee Engagement. .5 8.2 Full Time Employee. 6 8.3 Part Time Employee. 6 8.4 Casual Employee. 6 8.5 Flexibility Arrangements. .7 8.6 Consultation and Induction to Change. 7 8.7 Stand Down of Employees .7 . .. . 8.8 Employee Performance Management. .7 8.9 General Employment Conditions. .8 9. REMUNERATION 9 9.1 Classification. .. 9 9.2 Rates of Pay .9 10. SUPERANNUATION 10 11. REDUNDANCY 10 12. 24 TOP-UP WORKERS COMPENSATION/24 HOUR ACCIDENT COVER & SICKNESS INSURANCE .. 11 13. FARES AND TRAVEL ARRANGEMENTS 11 14. HOURS OF WORK .. 12 15. EMERGENCY SERVICE WORK. 12 16. BREAKS 13 17. OVERTIME REST BREAKS 13 18. ROSTERED DAYS OFF (RDO's) 13 19. OVERTIME .. 13 20. WORK ON PUBLIC HOLIDAYS .14 21. LEAVE 14 22. CHRISTMAS SHUT DOWN 15 23. JURY SERVICE MAKE-UP PAY AND COMMUNITY SERVICE LEAVE 15 Page 2 of 24




 



23.1.. ..................................................................................................................................................... 14 

23.2 ....................................................................................................................................................... 14 

24. TERMINATION ........................................................................................................................... 16 

24.1 Redundancy (retrenchment criteria) ................................................................... 14 

24.2 Notice of termination (full and part time employees) ............................................... 14 

24.3 Notice of termination (Casual employee) ............................................................. 15 

24.4 Abandonment of Employment... ..... ·······•······························••·••···•····15 

24.5 Summary Dismissal ...................................................................................................... 15 

25. PROTECTIVE CLOTHING ....................................................................................................... 17 

26. COMPANY VEHICLES ............................................................................................................. 17 

27. DISPUTE RESOLUTION PROCEDURE ................................................................................ 18 

28. TOOLS ......................................................................................................................................... 18 

29. PAYROLL. ................................................................................................................................... 18 

30. EMPLOYMENT CLASSIFICATION GRADES ...................................................................... 18 

31. SIGNATURES ............................................................................................................................. 18 

Appendix 1 - RATES OF PAY ....................................................................................................... 20 

Appendix 2 - EMPLOYMENT CLASSIFICATION GRADES .................................................... 23 

Page 3 of 24 


23.1. 14 .. ... 23.2 14 24. TERMINATION .. 16 24.1 Redundancy (retrenchment criteria) .. 14 . ... 24.2 Notice of termination (full and part time employees) 14 24.3 Notice of termination (Casual employee) 15 24.4 Abandonment of Employment. .15 24.5 Summary Dismissal .. 15 25. PROTECTIVE CLOTHING 17 26. COMPANY VEHICLES 17 27. DISPUTE RESOLUTION PROCEDURE. 18 28. TOOLS. 18 29. PAYROLL 18 30. EMPLOYMENT CLASSIFICATION GRADES 18 31. SIGNATURES 18 Appendix 1 - RATES OF PAY 20 Appendix 2 - EMPLOYMENT CLASSIFICATION GRADES .23 Page 3 of 24




 



1. TITLE 

This agreement will be known as the Wormald NSW Fire Equipment and Fixed Systems 
Testing Enterprise Agreement 2021-2024. 

2. PARTIES BOUND 

This Agreement shall be binding upon: 

a) Wormald Sydney (the company) in respect to its multi skilling Service/ testing 
Division and employees who are engaged in the occupations industries and 
callings covered by the Plumbing and Sprinkler Pipe Fitting Award 201 O ( testing 
classification), and who are eligible to be members of the Communications, 
Electrical, Electronic Plumbing. Union Plumbing Division NSW branch the CEPU 
whether members of the said organisation or not; and 

b) All Wormald Employees engaged in any classification defined in classifications 
identified in this agreement. 

c) The Communications Electrical, Electronic Plumbing Union NSW Branch (the 
Union) 

3. RELATIONSHIP TO AWARDS AND STANDARDS 

This agreement operates subject to Chapter 2 of the Fair Work Act 2009 to proved terms and 
conditions for employees covered by this agreement. 

The relevant award for the purposed of applying the better overall test to this agreement is the 
Plumbing and Sprinkler Fitting Award 2010 (the Award). However the agreement operates to 
the exclusion of the modern award except as provided otherwise by the Fair Work Act. 

Where the modern award conditions have been excluded or modified by the terms of this 
agreement, remuneration and other conditions of this agreement have been set at a level to 
ensure that overall, persons employed under this agreement are better overall that they would 
otherwise be under the modern award. 

The agreement will be read in conjunction with the National Employment Standards (NES). 

Where this agreement and employees entitlement is the same as the entitlement under (NES). 

a) Those terms that operate in parallel with (NES) entitlement it will not apply a 
double benefit. 

b) The provisions of (NES) apply as the minimum standard to this agreement. 

4. SCOPE 

This agreement applies to the inspection and testing of fire equipment and fire protection 
systems only. 

No employee will suffer a reduction in their overall award terms and conditions of employment 
as a result of the implementation of this agreement. 

This agreement must meet the boot (BOOT) test when comparing conditions and rates of pay 
against the said award 

Page 4 of 24 


1. TITLE This agreement will be known as the Wormald NSW Fire Equipment and Fixed Systems Testing Enterprise Agreement 2021-2024. 2. PARTIES BOUND This Agreement shall be binding upon: a) Wormald Sydney (the company) in respect to its multi skilling Service / testing Division and employees who are engaged in the occupations industries and callings covered by the Plumbing and Sprinkler Pipe Fitting Award 2010 ( testing classification), and who are eligible to be members of the Communications, Electrical, Electronic Plumbing. Union Plumbing Division NSW branch the CEPU whether members of the said organisation or not; and b) All Wormald Employees engaged in any classification defined in classifications identified in this agreement. c) The Communications Electrical, Electronic Plumbing Union NSW Branch (the Union) 3. RELATIONSHIP TO AWARDS AND STANDARDS This agreement operates subject to Chapter 2 of the Fair Work Act 2009 to proved terms and conditions for employees covered by this agreement. The relevant award for the purposed of applying the better overall test to this agreement is the Plumbing and Sprinkler Fitting Award 2010 (the Award). However the agreement operates to the exclusion of the modern award except as provided otherwise by the Fair Work Act. Where the modern award conditions have been excluded or modified by the terms of this agreement, remuneration and other conditions of this agreement have been set at a level to ensure that overall, persons employed under this agreement are better overall that they would otherwise be under the modern award. The agreement will be read in conjunction with the National Employment Standards (NES). Where this agreement and employees entitlement is the same as the entitlement under (NES). a) Those terms that operate in parallel with (NES) entitlement it will not apply a double benefit. b) The provisions of (NES) apply as the minimum standard to this agreement. 4. SCOPE This agreement applies to the inspection and testing of fire equipment and fire protection systems only. No employee will suffer a reduction in their overall award terms and conditions of employment as a result of the implementation of this agreement. This agreement must meet the boot (BOOT) test when comparing conditions and rates of pay against the said award Page 4 of 24




 



5. OBJECTIVES 

The parties to this Agreement are committed to the following shared objectives: 

• To ensure customer satisfaction in the provision of all Fire protection systems. 

• Increasing the competitiveness, productivity, efficiency and flexibility of the 
Company and its workforce. 

• To improve living standards, job satisfaction and continuity of the company's 
employees by continually improving industry standard. In the area of testing of fire 
protection systems. 

• Creating a co-operative, safe and productive environment on the company's jobs. 

• Continuing the development of more flexible, efficient and adaptable work practices 
and maintains the whole of the Job concept. 

• Establishing and developing better and more effective communication and 
consultation between the Company and employees. 

• To foster a commitment to the Company's Quality Management System. 

• Improving job security and the working environment, within the fire service industry. 

• To provide for the use of the full range of skills and knowledge held by employees. 

• To implement a training skills enhancement program consistent with the fire 
protection industry. 

• To substantially reduce disputation and eliminate lost time due to disputation. 

• Productivity measures will not be implemented at the expense of health and safety, 
and the parties are committed to improving occupational health and safety 
standards. 

6. NO EXTRA CLAIMS 

The parties to this agreement agree they will not pursue any further claims against each other 
during the life of this agreement. 

This agreement applies subject to the provisions of section 64 of the Building and Construction 
Industry Improvement Act 2019. 

7. DATE AND PERIOD OF OPERATIONS 

This agreement shall be lodged with Fair Work Commission 

This agreement shall come into operation once approved by FWC and it will remain in 
operation until 3 years from date of approval. 

The agreement will continue to apply beyond the expiry date until it ceases to operate by virtue 
of the operation of sections 58 or 227 of the Fair Work Act 2009. 

Page 5 of 24 


5. OBJECTIVES The parties to this Agreement are committed to the following shared objectives: . To ensure customer satisfaction in the provision of all Fire protection systems. . . . Increasing the competitiveness, productivity, efficiency and flexibility of the Company and its workforce. . To improve living standards, job satisfaction and continuity of the company's employees by continually improving industry standard. In the area of testing of fire protection systems. Creating a co-operative, safe and productive environment on the company's jobs. Continuing the development of more flexible, efficient and adaptable work practices and maintains the whole of the Job concept. Establishing and developing better and more effective communication and consultation between the Company and employees. To foster a commitment to the Company's Quality Management System. Improving job security and the working environment, within the fire service industry. To provide for the use of the full range of skills and knowledge held by employees. To implement a training skills enhancement program consistent with the fire protection industry. . To substantially reduce disputation and eliminate lost time due to disputation. Productivity measures will not be implemented at the expense of health and safety, and the parties are committed to improving occupational health and safety standards. 6. NO EXTRA CLAIMS The parties to this agreement agree they will not pursue any further claims against each other during the life of this agreement. This agreement applies subject to the provisions of section 64 of the Building and Construction Industry Improvement Act 2019. 7. DATE AND PERIOD OF OPERATIONS This agreement shall be lodged with Fair Work Commission This agreement shall come into operation once approved by FWC and it will remain in operation until 3 years from date of approval. The agreement will continue to apply beyond the expiry date until it ceases to operate by virtue of the operation of sections 58 or 227 of the Fair Work Act 2009. Page 5 of 24




 



8. CONTRACT OF EMPLOYMENT 

8.1. Employee Engagement 

Employees under this agreement will be employed in one of the following categories 

a) Full time weekly hire 

b) Part time weekly hire 

c) Casual 

At the time of hire the employee and the company will agree in writing: 

a) Whether the employee is to be employed as a full time weekly hire, part time 
weekly hire or a casual employee 

b) The number of hours to be worked by the employee and commencing times. 

c) Classification and pay rates applicable. 

d) Upon being a casual or part time the period of employment. 

All new employees (other than casuals) will be engaged on the basis of a 6 month 
probationary period, which shall count as service. The Company reserves the right to 
terminate a probationary employee al any time during this 6 month period subject to a 
week's notice or payment in lieu thereof. 

All employees will be required to supply personal details for record keeping and other 
purposes pertaining to their employment. Employee will be required to undertake a 
pre-employment medical check. 

An employee who knowingly provides false or misleading personal details or 
information in his/her application for employment may be summarily dismissed. 

Clause 32.2 of the award will define shift work for the purposes of this agreement. 

8.2. Full Time Employee 

Full time employee will be engaged on a weekly basis and be employed for an 
average of 38 hours per week. 

8.3. Part Time Employee 

Part time employee is a weekly hire employee who works an average of less than 38 
hours per week and has reasonable predictable hours of work. 

For each hour worked the employee is paid the hourly rate applicable and will accrue 
pro rate entitlements for those hours. The company will inform the employee the 
ordinary hours of work and starting and finishing times. 

Where normal hours of work fall on a public holiday and work is not performed the 
employee will not lose pay for the day. 

A part time worker required to work outside his/her normal hours of work will be paid 
overtime for such work under overtime work provisions of this agreement. 

Page 6 of 24 


8. CONTRACT OF EMPLOYMENT 8.1. Employee Engagement .... Employees under this agreement will be employed in one of the following categories a) Full time weekly hire b) Part time weekly hire c) Casual ...... At the time of hire the employee and the company will agree in writing: a) Whether the employee is to be employed as a full time weekly hire, part time weekly hire or a casual employee b) The number of hours to be worked by the employee and commencing times. c) Classification and pay rates applicable. d) Upon being a casual or part time the period of employment. All new employees (other than casuals) will be engaged on the basis of a 6 month probationary period, which shall count as service. The Company reserves the right to terminate a probationary employee at any time during this 6 month period subject to a week's notice or payment in lieu thereof. All employees will be required to supply personal details for record keeping and other purposes pertaining to their employment. Employee will be required to undertake a pre-employment medical check. An employee who knowingly provides false or misleading personal details or information in his/her application for employment may be summarily dismissed. Clause 32.2 of the award will define shift work for the purposes of this agreement. 8.2. Full Time Employee Full time employee will be engaged on a weekly basis and be employed for an average of 38 hours per week. 8.3. Part Time Employee Part time employee is a weekly hire employee who works an average of less than 38 hours per week and has reasonable predictable hours of work. For each hour worked the employee is paid the hourly rate applicable and will accrue pro rate entitlements for those hours. The company will inform the employee the ordinary hours of work and starting and finishing times. Where normal hours of work fall on a public holiday and work is not performed the employee will not lose pay for the day. A part time worker required to work outside his/her normal hours of work will be paid overtime for such work under overtime work provisions of this agreement. Page 6 of 24




 



8.4. Casual Employee 

A casual employee is an employee who is subject to work patterns that are not regular 
or systematic and that are not subject to any limit in terms of durations. 

A casual employee shall be paid a 25% loading on the full hourly rate applicable to 
their position. 

Where a casual employee performs work on overtime shift work or public holidays the 
penalty applicable shall be calculated by the employees' rate of pay inclusive of 
casual loading. 

A casual employee will be entitled to all applicable rates and conditions of this 
agreement except payment for annual leave, and annual leave loading 
Personal/carers leave, parental leave, jury duty, public holidays, redundancy and 
roster days off. 

8.5. Flexibility Arrangements 

Flexibility arrangements will be in strict accordance with model clause of the Fair Work 
Act 2009. 

8.6. Consultation and Introduction to Change 

Consultation and Introduction to change arrangements will be in strict accordance with 
model clause of the Fair Work Act 2009. 

8.7. Stand down of Employees 

The company under this sub clause can stand down employees during a period in 
which an employee cannot be usefully employed because of one of the following 
circumstances. 

a) Industrial Action (other than industrial action organised or engaged in under 
protected Action provisions of the Fair Work Act) 

b) Breakdown of machinery or equipment, or any other reason (if the company 
cannot be responsible for the breakdown). 

c) A stoppage of work for any case that the company cannot be held 
responsible for except for the defined period for inclement weather as 
prescribed by the award. 

An employee is not taken to be stood down during a period when the employee: 

a) Is taking unpaid leave authorised by the company 

b) Is otherwise authorised to be absent from his/her employment. 

8.8. Employee Performance Management 

Where the company believes that an employee is not meeting standards of work 
performance or conduct reasonably expected of them the following procedures will 
apply: 

Page 7 of 24 


...... .. 8.4. Casual Employee A casual employee is an employee who is subject to work patterns that are not regular or systematic and that are not subject to any limit in terms of durations. A casual employee shall be paid a 25% loading on the full hourly rate applicable to their position. Where a casual employee performs work on overtime shift work or public holidays the penalty applicable shall be calculated by the employees' rate of pay inclusive of casual loading. A casual employee will be entitled to all applicable rates and conditions of this agreement except payment for annual leave, and annual leave loading Personal/carers leave, parental leave, jury duty, public holidays, redundancy and roster days off. 8.5. Flexibility Arrangements Flexibility arrangements will be in strict accordance with model clause of the Fair Work Act 2009. 8.6. Consultation and Introduction to Change Consultation and Introduction to change arrangements will be in strict accordance with model clause of the Fair Work Act 2009. 8.7. Stand down of Employees The company under this sub clause can stand down employees during a period in which an employee cannot be usefully employed because of one of the following circumstances. a) Industrial Action (other than industrial action organised or engaged in under protected Action provisions of the Fair Work Act) b) Breakdown of machinery or equipment, or any other reason (if the company cannot be responsible for the breakdown). c) A stoppage of work for any case that the company cannot be held responsible for except for the defined period for inclement weather as prescribed by the award. An employee is not taken to be stood down during a period when the employee: a) Is taking unpaid leave authorised by the company b) Is otherwise authorised to be absent from his/her employment. 8.8. Employee Performance Management Where the company believes that an employee is not meeting standards of work performance or conduct reasonably expected of them the following procedures will apply: Page 7 of 24




 



a) In the first case the employee will be counselled as to where the performance 
or conduct is deficient. Steps to rectify will be identified and a review period 
set. In more serious cases a written warning may be issued. 

b) Shall the matter not be resolved the employee will be counselled again and 
the company may issue a written warning stating that their employment may 
be in jeopardy if not rectified. In more serious cases a final warning may be 
issued 

c) Should the matter not be resolved a final letter will be issued. This warning 
will be the final warning unless the company believes this is not warranted. 

d) The employee will at all stages be given the opportunity to make a response 
and have another employee or an employee representative of his/her 
choosing to support or as a witness if they wish. 

e) Nothing prevents the company from terminating the employee's employment 
in accordance with this agreement during any stage of this process. 

8.9. General Employment Conditions 

All employees covered by this agreement agree to meet the following conditions (a) to 
(q). 

a) Employees are to be courteous at all times to clients or others encountered 
on client's premises. 

b) Company uniforms, including identification badges, are to be worn while 
working and are to be kept neat and tidy. 

c) Company vehicles are to be kept clean and tidy and any damage reported to 
the supervisor or manager immediately. 

d) Company vehicles are to be driven in a careful and courteous at all times and 
employees must conform to the Wormald vehicle policy. 

e) Company vehicles are to be serviced without disruption to normal work at 
times agreed to by the supervisor, or in the employees own time. 

f) Company property, e.g. tools, phones, PDA's test equipment etc., must be 
kept in good order and in a safe working condition. All care must be taken to 
prevent loss or theft of the company property. 

g) Time sheets, job sheets and test sheets much be submitted when required 
by the supervisors or co coordinator. 

h) It is the employees responsibility to ensure that he has submitted his time 
sheet to his supervisor or manager on time. 

i) All annual test information must be recorded in the relevant test books. 

j) Employees must turn up to work site at the allocated times and must report 
to management any late start or early finish when leaving allocated site. 

k) Employees are to keep the equipment being tested, repaired or modified, 
e.g. fire alarm panels, clean and tidy after each visit. This includes wiping the 
equipment over to remove dust, dirt and polishing if necessary. 

Page 8 of 24 


. - a) In the first case the employee will be counselled as to where the performance or conduct is deficient. Steps to rectify will be identified and a review period set. In more serious cases a written warning may be issued. b) Shall the matter not be resolved the employee will be counselled again and the company may issue a written warning stating that their employment may be in jeopardy if not rectified. In more serious cases a final warning may be issued c) Should the matter not be resolved a final letter will be issued. This warning will be the final warning unless the company believes this is not warranted. d) The employee will at all stages be given the opportunity to make a response and have another employee or an employee representative of his/her choosing to support or as a witness if they wish. e) Nothing prevents the company from terminating the employee's employment in accordance with this agreement during any stage of this process. 8.9. General Employment Conditions All employees covered by this agreement agree to meet the following conditions (a) to (q). .. a) Employees are to be courteous at all times to clients or others encountered on client's premises. b) Company uniforms, including identification badges, are to be worn while .... working and are to be kept neat and tidy. ... .. c) Company vehicles are to be kept clean and tidy and any damage reported to the supervisor or manager immediately. d) Company vehicles are to be driven in a careful and courteous at all times and employees must conform to the Wormald vehicle policy. ..... e) Company vehicles are to be serviced without disruption to normal work at ... times agreed to by the supervisor, or in the employees own time. f) Company property, e.g. tools, phones, PDA's test equipment etc ., must be kept in good order and in a safe working condition. All care must be taken to prevent loss or theft of the company property. g) Time sheets, job sheets and test sheets much be submitted when required by the supervisors or co coordinator. h) It is the employees responsibility to ensure that he has submitted his time sheet to his supervisor or manager on time. .. . i) All annual test information must be recorded in the relevant test books. j) Employees must turn up to work site at the allocated times and must report to management any late start or early finish when leaving allocated site. k) Employees are to keep the equipment being tested, repaired or modified, e.g. fire alarm panels, clean and tidy after each visit. This includes wiping the equipment over to remove dust, dirt and polishing if necessary. Page 8 of 24




 



I} Employees must adhere strictly to the required starting times. A full 8 hours 
must be worked on normal working days. Employees can only vary starting 
and finishing times by applying to management 

m) Employees must make all attempts to complete all tests allocated to them or 
to advise their supervisor as soon as they become aware that a test will be 
missed. 

n) If an employees is unable to commence work it is expected that they contact 
their manager by 9am to advise of this, a text message is not acceptable. 

o) When two or more sick days are used consecutively either a medical 
certificate or a statutory declaration mush be provided. 

p) Unless advised otherwise by a client, technicians much contact the customer 
prior to attending site and leaving site. If a technician discovers a sites 
contact details are incorrect in Pronto, he is too immediately to notify his 
manager so that the manager can update the Pronto system with the correct 
details. Technicians are to advise the client of any defects found during the 
routine test, prior to leaving site. 

q) Technicians that are issued PDA's or other similar devices must scan on and 
scan off at each site they attend, using the barcode that is located on the 
customer's site. If a technician experiences problems with scanning the 
barcode he is to notify his manager immediately of the problem. 

r) It is acknowledged that all company cars will be fitted with GPS units (Global 
Positioning Systems). Employees will adhere to the Wormald GPS 
procedures that each employee has signed 

Failure to meet these conditions may lead to termination of employment or disciplinary 
procedures being invoked. 

9. REMUNERATION 

9.1. Classification 

Persons engaged after the making of this agreement shall be classified by the 
employer in accordance set out in Appendix 2 new employee 

Persons engaged at the time of making the previous agreement 2018-2021 
agreement shall be classified by the employer in accordance set out in Appendix 1 
existing employee 

The employer will select and inform each employee of his role and classification under 
this agreement. 

Employees must carry out the role of each classification he or she is appointed too. 

An employees classification may change during the life of this agreement if the 
employee carries out a lower or higher grade than originally appointed. 

The employer will provide two weeks notice of a pending re grade 

Employees must be notified in writing of the change in his or her classification 

Page 9 of24 


......... I) Employees must adhere strictly to the required starting times. A full 8 hours must be worked on normal working days. Employees can only vary starting and finishing times by applying to management m) Employees must make all attempts to complete all tests allocated to them or to advise their supervisor as soon as they become aware that a test will be missed. n) If an employees is unable to commence work it is expected that they contact ... their manager by 9am to advise of this, a text message is not acceptable. o) When two or more sick days are used consecutively either a medical certificate or a statutory declaration mush be provided. p) Unless advised otherwise by a client, technicians much contact the customer prior to attending site and leaving site. If a technician discovers a sites contact details are incorrect in Pronto, he is too immediately to notify his manager so that the manager can update the Pronto system with the correct details. Technicians are to advise the client of any defects found during the routine test, prior to leaving site. q) Technicians that are issued PDA's or other similar devices must scan on and scan off at each site they attend, using the barcode that is located on the customer's site. If a technician experiences problems with scanning the barcode he is to notify his manager immediately of the problem. r) It is acknowledged that all company cars will be fitted with GPS units (Global Positioning Systems). Employees will adhere to the Wormald GPS procedures that each employee has signed Failure to meet these conditions may lead to termination of employment or disciplinary procedures being invoked. . REMUNERATION 9.1. Classification Persons engaged after the making of this agreement shall be classified by the employer in accordance set out in Appendix 2 new employee Persons engaged at the time of making the previous agreement 2018-2021 agreement shall be classified by the employer in accordance set out in Appendix 1 existing employee The employer will select and inform each employee of his role and classification under this agreement. Employees must carry out the role of each classification he or she is appointed too. An employees classification may change during the life of this agreement if the employee carries out a lower or higher grade than originally appointed. The employer will provide two weeks notice of a pending re grade Employees must be notified in writing of the change in his or her classification Page 9 of 24




 



Transitional Arrangements 

Employees employed at a Surveyor level at the time of making the previous 
agreement 2018-2021 will maintain this level for the life of this agreement and be paid 
in line with appendix 2. 

All employees at the time of making this agreement who receive travel allowance of 
two hours per day will continue to receive this allowance for the life of the agreement 
in line with appendix 2 of this agreement 

The reason for this wage maintenance for employees in level 8 is to avoid any loss of 
current entitlements at the time of making this agreement. 

All future employees will be classified and paid in accordance with appendix 1 new 
employees. 

9.2. Rates of Pay 

The minimum rates of pay for a full time, part time, casual employee are set out in 
Appendix 1 and 2. 

The rates of pay in Appendix 1 and 2 are all inclusive rates of pay with the exception 
of allowances specifically identified in this agreement as additional payments. 

The rates of pay and allowances will be paid to the classifications appointed during 
the life of this agreement and carrying out the tasks outlined in the classifications. 

10. SUPERANNUATION 

The company will pay to the industry superannuation scheme C+Bus or equivalent scheme 
the rate of 9.5% of ordinary earnings for the percentage determined by the Superannuation 
Guarantee Levy. (SGL) 

11. REDUNDANCY 

Existing employees who at the time of making the previous agreement 2018-2021 agreement 
and working under the current agreement and are receiving payments into a redundancy fund 
(i.e. MERT or ACIRT) they will continue to receive these payments for the life of this 
agreement. 

All other employees that do not receive payments into a redundancy fund (I.e. MERT or 
ACERT) and will be entitled to redundancy payments in line with the following scale 

Page 10 of 24 


Transitional Arrangements Employees employed at a Surveyor level at the time of making the previous agreement 2018-2021 will maintain this level for the life of this agreement and be paid in line with appendix 2. All employees at the time of making this agreement who receive travel allowance of two hours per day will continue to receive this allowance for the life of the agreement in line with appendix 2 of this agreement The reason for this wage maintenance for employees in level 8 is to avoid any loss of current entitlements at the time of making this agreement. All future employees will be classified and paid in accordance with appendix 1 new employees. 9.2. Rates of Pay The minimum rates of pay for a full time, part time, casual employee are set out in Appendix 1 and 2. The rates of pay in Appendix 1 and 2 are all inclusive rates of pay with the exception of allowances specifically identified in this agreement as additional payments. The rates of pay and allowances will be paid to the classifications appointed during the life of this agreement and carrying out the tasks outlined in the classifications. 10. SUPERANNUATION The company will pay to the industry superannuation scheme C+Bus or equivalent scheme the rate of 9.5% of ordinary earnings for the percentage determined by the Superannuation Guarantee Levy. (SGL) 11. REDUNDANCY Existing employees who at the time of making the previous agreement 2018-2021 agreement and working under the current agreement and are receiving payments into a redundancy fund (i.e. MERT or ACIRT) they will continue to receive these payments for the life of this agreement. All other employees that do not receive payments into a redundancy fund (I.e. MERT or ACERT) and will be entitled to redundancy payments in line with the following scale Page 10 of 24




 



Redundancy Rate for under 45's in Rates for over 45's in 
weeks weeks 

Less than 1 year of 0 0 
service 

1y2y 4 5 

2y3y 7 8.75 

3y4y 10 12.5 

4y5y 12 15 

5y6y 16 19 

6y7y 18 22 

7y8y 19 23 

8y9y 20 24 

9y or greater 21 25 

12. 24 TOP-UP WORKERS COMPENSATION/24 HOUR ACCIDENT COVER & 
SICKNESS INSURANCE 

12.1 The company recognises the importance of providing income security for employees 
and their families 

12.2 Accordingly, the employer will take out and continue to hold a Top-Up and 24 hour 
Sickness and Accident Income Protection Plan policy, or equivalent policy, for each 
employee with Marsh Ply Ltd 

12.3 The policy taken out in accordance with clause 23.2 must not have a waiting period of 
more than 14 days for an accident or sickness, or 30 days for sporting injuries, where 
covered. 

12.4 The agreed premium/ rate per employee will be a maximum of $14. 75 per week 

13. FARES AND TRAVEL ARRANGEMENTS 

a) The travelling time allowances are daily allowances where the employee is required to: 

(i) Start or finish work at a job site; and 

(ii) Start or finish work at the usual times; 

Page 11 of24 






 Redundancy Rate for under 45's in Rates for over 45's in weeks weeks .. .......... ..... .. . Less than 1 year of 0 0 service 1y2y 4 5 2y3y 7 8.75 3y4y 10 12.5 4y5y 12 15 5y6y 16 19 6y7y 18 22 7y8y 19 23 8y9y 20 24 9y or greater 21 25 12. 24 TOP-UP WORKERS COMPENSATION/24 HOUR ACCIDENT COVER & SICKNESS INSURANCE 12.1 The company recognises the importance of providing income security for employees and their families 12.2 Accordingly, the employer will take out and continue to hold a Top-Up and 24 hour Sickness and Accident Income Protection Plan policy, or equivalent policy, for each employee with Marsh Pty Ltd 12.3 The policy taken out in accordance with clause 23.2 must not have a waiting period of more than 14 days for an accident or sickness, or 30 days for sporting injuries, where covered. 12.4 The agreed premium / rate per employee will be a maximum of $14.75 per week 13. FARES AND TRAVEL ARRANGEMENTS a) The travelling time allowances are daily allowances where the employee is required to: (i) Start or finish work at a job site; and (ii) Start or finish work at the usual times; Page 11 of 24 



The fares allowances are not payable to employees under this agreement as employees will 
be provided a company vehicle to complete their tasks. 

Travelling time allowance is not payable when an employee: 

a) Is absent from work for any reason except roster days off. The employer will 
provide a company vehicle to employees employed under this agreement to 
be used in line with the company's car policy. All company cars will be fitted 
with GPS units 

b) Standard travelling time allowance -Employees who are required to start and 
finish on the job will be paid a travel allowance for each day worked as per 
appendix 1 and 2. Employees failing to start and finish on the job will not 
receive travel allowance for that particular day 

14. HOURS OF WORK 

The parties agree that the current working arrangements for hours of work provisions 
(including but not limited to daily maximum ordinary hours, work cycles and the taking of 
meal breaks and rest periods) may be altered during the life of this agreement following 
consultation and agreement between the Company and the majority of affected employees. 
The criteria that will be used is assessing the desirability of the proposed changes include 
impact on efficiency, operational requirements productivity and quality of life. 

For the purpose of this agreement, ordinary hours excluding meal breaks shall be an 
average of thirty eight (38) hours per week and shall be worked between 6.00am and 
7.00pm on any or all days Monday to Friday. The daily span of hours being 6.00am to 
7 .OOpm is compensated in the hourly rates contained in Appendix 1 - rates of pay. Different 
methods of implementation of the hours of work may be applied to various groups or 
sections of employees determined by management. 

Staggered starting and finishing times may be introduced with employees by agreement. 
Employees must take into consideration contractual arrangements between the company 
and client if such a request is withheld. 

An employee's weekly ordinary hours of work can consist of both day work and shift work 
provided that the appropriate shift allowance as is described in the plumbers and Sprinkler 
Pipe Fitters award 2010 is paid for any shift work. 

15. EMERGENCY SERVICE WORK 

a) Minimum callout 3 hours at double time. Any further calls received within 
that time period to be paid as consecutive hours paid at double time. IF a 
technician has returned home a second callout will apply. 

b) If the technician does not affect repairs but resets the system a flat rate of 
2 hours at double time will be paid. 

c) lsolate/deisolate fire systems -A flat rate of 2 hours at double time. If both 
isolate and deisolate occur within the 2 hours, one call will apply. 

d) Payment of any afterhours callouts is conditional upon technician 
confirming access is available prior to attendance. 

e) Rest periods for call out work will be in line with clause 33.3 of the said 
award 

Page 12 of 24 


The fares allowances are not payable to employees under this agreement as employees will be provided a company vehicle to complete their tasks. Travelling time allowance is not payable when an employee: a) Is absent from work for any reason except roster days off. The employer will .----- provide a company vehicle to employees employed under this agreement to be used in line with the company's car policy. All company cars will be fitted with GPS units b) Standard travelling time allowance -Employees who are required to start and finish on the job will be paid a travel allowance for each day worked as per appendix 1 and 2. Employees failing to start and finish on the job will not receive travel allowance for that particular day 14. HOURS OF WORK The parties agree that the current working arrangements for hours of work provisions (including but not limited to daily maximum ordinary hours, work cycles and the taking of meal breaks and rest periods) may be altered during the life of this agreement following consultation and agreement between the Company and the majority of affected employees. The criteria that will be used is assessing the desirability of the proposed changes include impact on efficiency, operational requirements productivity and quality of life. For the purpose of this agreement, ordinary hours excluding meal breaks shall be an average of thirty eight (38) hours per week and shall be worked between 6.00am and 7.00pm on any or all days Monday to Friday. The daily span of hours being 6.00am to 7.00pm is compensated in the hourly rates contained in Appendix 1 - rates of pay. Different methods of implementation of the hours of work may be applied to various groups or sections of employees determined by management. Staggered starting and finishing times may be introduced with employees by agreement. ..... Employees must take into consideration contractual arrangements between the company and client if such a request is withheld. An employee's weekly ordinary hours of work can consist of both day work and shift work provided that the appropriate shift allowance as is described in the plumbers and Sprinkler Pipe Fitters award 2010 is paid for any shift work. 15. EMERGENCY SERVICE WORK a) Minimum callout 3 hours at double time. Any further calls received within that time period to be paid as consecutive hours paid at double time. IF a technician has returned home a second callout will apply. b) If the technician does not affect repairs but resets the system a flat rate of 2 hours at double time will be paid. c) Isolate/deisolate fire systems - A flat rate of 2 hours at double time. If both isolate and deisolate occur within the 2 hours, one call will apply. d) Payment of any afterhours callouts is conditional upon technician confirming access is available prior to attendance. e) Rest periods for call out work will be in line with clause 33.3 of the said award Page 12 of 24




 



16. BREAKS 

a) Meal Breaks 
There will be a cessation of work and of working time, for the purpose of a 
meal on each day, of not less than 30 minutes to be taken between noon 
and 1.00pm non paid. 

b) Deleted 

c) Daily rest breaks 
There will be allowed, without deduction of pay, a rest period of 10 
minutes between 9.00am and 11.00am. 

17. OVERTIME REST BREAKS 

When an employee is required to work overtime after the usual ceasing time for the day for 
two hours or more, the employee will be allowed to take without deduction of pay, a rest 
break of 20 minutes in duration immediately after such ceasing time and thereafter, after 
each four hours of continuous work, the employee will be allowed to take also, without 
deduction of pay, a rest break of 30 minutes in duration. 

In the event of an employee remaining at work after the usual ceasing time without taking 
the rest break of 20 minutes and continuing at work for a period of two hours or more, the 
employee will be regarded as having worked 20 minutes more than the time worked and be 
paid accordingly. 

An employee required to work overtime for 1.5 hours or more without being notified on the 
previous day or earlier that he or she will be required to work, the employee shall be paid a 
meal allowance of $11.29. A meal allowance shall be paid after the first 1.5 hours of 
overtime and each subsequent four hours of overtime worked consecutively. 

18. ROSTERED DAYS OFF (RDO's) 

The parties agree to flexibility in the taking and accruing of Rostered Days off (RDO's) 
RDO's may be rescheduled or staggered over the work cycle rather than being taken on 
industry RDO's. 

By agreement between the Company and the employee, RDO's may be banked up to a 
maximum of 5 RDO's. Records of each employee's RDO status will be kept by the Company 
and made available to the employee upon request. 

Upon termination the company will pay employees all unused roster days that have been 
accrued. No travel time payments are paid on termination. 

19. OVERTIME 

For work done outside ordinary hours and excluding Sundays and Public Holidays the rates 
of pay shall be time and a half for the first 2 hours and double time thereafter, such double 
time to continue until the completion of the continuous overtime work. 

If such overtime is scheduled to commence outside the range of normal working hours (i.e. 
Saturday, Sunday or after the employee would have normally returned home after a shift), a 
minimum of four hours will be paid at the overtime rate described in this agreement. An 
employee, who works on a Sunday, shall be paid at the rate of double time for such work. 

All employees must make themselves available to work a reasonable amount of overtime. 

Page 13 of 24 


16. BREAKS a) Meal Breaks ....... There will be a cessation of work and of working time, for the purpose of a meal on each day, of not less than 30 minutes to be taken between noon and 1.00pm non paid. b) Deleted ....... c) Daily rest breaks There will be allowed, without deduction of pay, a rest period of 10 minutes between 9.00am and 11.00am. 17. OVERTIME REST BREAKS ....---- When an employee is required to work overtime after the usual ceasing time for the day for two hours or more, the employee will be allowed to take without deduction of pay, a rest break of 20 minutes in duration immediately after such ceasing time and thereafter, after each four hours of continuous work, the employee will be allowed to take also, without deduction of pay, a rest break of 30 minutes in duration. In the event of an employee remaining at work after the usual ceasing time without taking the rest break of 20 minutes and continuing at work for a period of two hours or more, the employee will be regarded as having worked 20 minutes more than the time worked and be paid accordingly. An employee required to work overtime for 1.5 hours or more without being notified on the previous day or earlier that he or she will be required to work, the employee shall be paid a meal allowance of $11.29. A meal allowance shall be paid after the first 1.5 hours of overtime and each subsequent four hours of overtime worked consecutively. 18. ROSTERED DAYS OFF (RDO's) The parties agree to flexibility in the taking and accruing of Rostered Days off (RDO's) RDO's may be rescheduled or staggered over the work cycle rather than being taken on industry RDO's. By agreement between the Company and the employee, RDO's may be banked up to a maximum of 5 RDO's. Records of each employee's RDO status will be kept by the Company and made available to the employee upon request. Upon termination the company will pay employees all unused roster days that have been accrued. No travel time payments are paid on termination. 19. OVERTIME For work done outside ordinary hours and excluding Sundays and Public Holidays the rates of pay shall be time and a half for the first 2 hours and double time thereafter, such double time to continue until the completion of the continuous overtime work. If such overtime is scheduled to commence outside the range of normal working hours (i.e. Saturday, Sunday or after the employee would have normally returned home after a shift), a minimum of four hours will be paid at the overtime rate described in this agreement. An employee, who works on a Sunday, shall be paid at the rate of double time for such work. All employees must make themselves available to work a reasonable amount of overtime. Page 13 of 24




 



20. WORK ON PUBLIC HOLIDAYS 

All work performed on public holidays shall be paid at a rate of double time and a half, with a 
minimum payment of4 hours 

The following days are considered public holidays: 

a) New Year' Day 

b) Australia Day 

c) Good Friday 

d) Easter Monday 

e) Anzac Day 

f) Christmas Day 

g) Boxing Day 

h) Queen's Birthday 

i) Labour Day and 

Any other day, or part day, declared or prescribed by or under a law of the State or Territory, 
as a public holiday. 

If the Parliament or proclamation substitutes another day for any of the above named 
holidays the special rates will only apply to the substituted day. 

Employees will not receive payment for public holidays whilst on compensation benefits. 

Employees will be entitled to an additional day paid leave each year for a company picnic 
day. Company picnic day will normally be held the first Monday in each December. 

Employees required to work on a picnic day will receive normal rates of pay and an 
additional day off as a substituted day. 

21. LEAVE 

a) Employees will receive 4 weeks annual leave per year worked 

b) If a technician has an excessive amount of accrued leave, the excessive 
leave can be paid out leaving a minimum of 4 weeks accrued. Annual 
leave may only be paid out if agreed to by the employee and the Business 
unit manager. 

c) In respect to accrued roster days off when agreed to by the employee and 
the Business Unit Manager concerned, excessive RDO's may be paid out 
to the employee concerned. 

d) Payment for annual leave taken or on termination. 

Section 90 of the Act prescribes the basis for payment for annual, including payment for 
untaken leave upon the termination of employment. 

Page 14 of24 


20. WORK ON PUBLIC HOLIDAYS .... All work performed on public holidays shall be paid at a rate of double time and a half, with a minimum payment of 4 hours ... . .... The following days are considered public holidays: a) New Year' Day b) Australia Day c) Good Friday d) Easter Monday e) Anzac Day f) Christmas Day g) Boxing Day h) Queen's Birthday i) Labour Day and Any other day, or part day, declared or prescribed by or under a law of the State or Territory, as a public holiday. If the Parliament or proclamation substitutes another day for any of the above named holidays the special rates will only apply to the substituted day. Employees will not receive payment for public holidays whilst on compensation benefits. Employees will be entitled to an additional day paid leave each year for a company picnic day. Company picnic day will normally be held the first Monday in each December. Employees required to work on a picnic day will receive normal rates of pay and an additional day off as a substituted day. 21. LEAVE a) Employees will receive 4 weeks annual leave per year worked b) If a technician has an excessive amount of accrued leave, the excessive leave can be paid out leaving a minimum of 4 weeks accrued. Annual leave may only be paid out if agreed to by the employee and the Business unit manager. .............................. . c) In respect to accrued roster days off when agreed to by the employee and the Business Unit Manager concerned, excessive RDO's may be paid out to the employee concerned. .... . d) Payment for annual leave taken or on termination. Section 90 of the Act prescribes the basis for payment for annual, including payment for untaken leave upon the termination of employment. Page 14 of 24 .....




 



In addition to the payment provided for in s.90 of the Act an employer is required to pay an 
additional leave loading of 17 .5% of that payment, calculated on the rates, loadings and 
applicable allowances. 

22. CHRISTMAS SHUT DOWN 

An employer giving any leave in conjunction with the Christmas and New Year Holidays may 
either: 

Stand down without pay during the period of leave any employee who has not yet qualified 
under the NES for the full period of leave; or 

Stand down for the period of leave. Any employee who has not qualified for the full period of 
leave under the NES and pay them to the extent that the employee has qualified for paid 
leave under the NES. 

Or where an employer decides to closed down their establishment at the Christmas and New 
Year period for the purpose of giving the whole of the annual leave due to all, or the majority 
of their employees qualified for such leave, the employer will give at least two month's notice 
to their employees of their intention so to do. 

23. JURY SERVICE MAKE-UP PAY AND COMMUNITY SERVICE LEAVE 

23.1.Jury Service 

a) An employee required to attend for jury service will be entitled to have their 
pay made up by the employer to an amount equal to their ordinary pay for 
eight hours (inclusive of accrued entitlements prescribed by clause 25) per 
day plus fares. 

b) The employee will give the employer proof of such attendance and the 
amount received in respect of such jury service. 

c) The employee must notify the Company as soon as practicable of the date 
upon which their attendance is required and must provide the Company with 
proof of attendance, the duration of such attendance, and the amount 
received in respect thereof. 

23.2.Community Service Leave 

a) Community Service Leave will be available to an employee when they are 
absent due to:-

Voluntary Emergency Management Activity 

A. Where the employee engages in an activity that involves dealing with an 
emergency or natural disaster (including but not limited to coping with 
emergencies and/or disasters, fire-fighting, civil defence or a rescue body, or 
any other body which involves securing the safety of persons or animals in 
an emergency or natural disaster or protection property in an emergency or 
natural disaster or otherwise responding to an emergency or natural disaster) 

An Activity Prescribed In the Fair Work Regulations 2009 

A. The employee will give the enterprise proof of such attendance requiring 
community service leave and where possible will provide appropriate 
notice of the requirement to take community service leave. 

Page 15 of24 


In addition to the payment provided for in s.90 of the Act an employer is required to pay an additional leave loading of 17.5% of that payment, calculated on the rates, loadings and ... applicable allowances. 22. CHRISTMAS SHUT DOWN An employer giving any leave in conjunction with the Christmas and New Year Holidays may either: Stand down without pay during the period of leave any employee who has not yet qualified under the NES for the full period of leave; or Stand down for the period of leave. Any employee who has not qualified for the full period of leave under the NES and pay them to the extent that the employee has qualified for paid leave under the NES. ..... Or where an employer decides to closed down their establishment at the Christmas and New Year period for the purpose of giving the whole of the annual leave due to all, or the majority of their employees qualified for such leave, the employer will give at least two month's notice to their employees of their intention so to do 23. JURY SERVICE MAKE-UP PAY AND COMMUNITY SERVICE LEAVE 23.1. Jury Service a) An employee required to attend for jury service will be entitled to have their pay made up by the employer to an amount equal to their ordinary pay for eight hours (inclusive of accrued entitlements prescribed by clause 25) per day plus fares. b) The employee will give the employer proof of such attendance and the amount received in respect of such jury service. The employee must notify the Company as soon as practicable of the date upon which their attendance is required and must provide the Company with proof of attendance, the duration of such attendance, and the amount received in respect thereof. 23.2.Community Service Leave ) Community Service Leave will be available to an employee when they are absent due to :- Voluntary Emergency Management Activity A. Where the employee engages in an activity that involves dealing with an emergency or natural disaster (including but not limited to coping with emergencies and/or disasters, fire-fighting, civil defence or a rescue body, or any other body which involves securing the safety of persons or animals in an emergency or natural disaster or protection property in an emergency or natural disaster or otherwise responding to an emergency or natural disaster) An Activity Prescribed in the Fair Work Regulations 2009 A. The employee will give the enterprise proof of such attendance requiring community service leave and where possible will provide appropriate notice of the requirement to take community service leave. Page 15 of 24




 



24. TERMINATION 

24.1. Redundancy (retrenchment criteria) 

In the event the company needs to reduce its' workforce, the criteria for selection must 
include all of the following: 

• The special needs of the type of work undertaken by the Company 
• Classifications Required 
• Ability, special skills and experience 
• Self-supervision and the ability to work unsupervised 
• Attendance and punctuality 
• Seniority 
• Reliability. 

24.2. Notice of termination (full and part time employees) 

Notice on termination will be in strict accordance with the National Employment 
standards (NES) 

Nothing in this clause affects the company's ability to dismiss an employee without 
notice for unreasonable refusal of duty, gross negligence or other misconduct 
sufficiently serious for the company to treat the employees conduct as repudiation of 
the employee's contract, bringing the contract to an end. 

The company will pay any termination entitlements into the employee's nominated 
account no later than 2 days after the date of termination. 

24.3. Notice of Termination (Casual employee) 

Termination of all casual engagements shall require one hour's notice on either side 
or payment of one hours pay will be forfeited in notice is not provided by the 
employee. 

The company may advise the casual employee that their services are not required the 
next day, or until advised by the company. This advice must be given on the day that 
the employee works, before the employee ceases work. Such advice constitutes 
notice for the purpose of this agreement. 

24.4.Abandonment of Employment 

Absence of a full time or part time employee from work for a continuous period 
exceeding three working days without the consent of the company shall be a prima 
facie evidence that the employee had abandoned his or her employment. 

If an employee does not establish to the company's satisfaction that he or she was 
absent for reasonable cause, within a 1 O day working period from the date of last 
attendance, or date of last approved absence, they are deemed to have abandoned 
their employment. 

The abandonment shall be deemed to take effect from the date of the last attendance 
for which company consent was given. 

Payment will be made up to the time of abandonment only no notice will be paid. 
Employee will forfeit in the amount of the notice period not given. 

Page 16 of24 


24. TERMINATION 24.1.Redundancy (retrenchment criteria) In the event the company needs to reduce its' workforce, the criteria for selection must include all of the following: · The special needs of the type of work undertaken by the Company . Classifications Required Ability, special skills and experience Self-supervision and the ability to work unsupervised Attendance and punctuality Seniority Reliability. 24.2. Notice of termination (full and part time employees) Notice on termination will be in strict accordance with the National Employment standards (NES) Nothing in this clause affects the company's ability to dismiss an employee without notice for unreasonable refusal of duty, gross negligence or other misconduct sufficiently serious for the company to treat the employees conduct as repudiation of the employee's contract, bringing the contract to an end. The company will pay any termination entitlements into the employee's nominated account no later than 2 days after the date of termination. 24.3. Notice of Termination (Casual employee) Termination of all casual engagements shall require one hour's notice on either side or payment of one hours pay will be forfeited in notice is not provided by the employee. The company may advise the casual employee that their services are not required the next day, or until advised by the company. This advice must be given on the day that the employee works, before the employee ceases work. Such advice constitutes notice for the purpose of this agreement. 24.4.Abandonment of Employment Absence of a full time or part time employee from work for a continuous period exceeding three working days without the consent of the company shall be a prima . . facie evidence that the employee had abandoned his or her employment. .... If an employee does not establish to the company's satisfaction that he or she was absent for reasonable cause, within a 10 day working period from the date of last attendance, or date of last approved absence, they are deemed to have abandoned their employment. The abandonment shall be deemed to take effect from the date of the last attendance for which company consent was given. Payment will be made up to the time of abandonment only no notice will be paid. Employee will forfeit in the amount of the notice period not given. Page 16 of 24




 



24.5.Summary Dismissal 

Nothing in this clause affects the company's ability to dismiss an employee without 
notice for unreasonable refusal of duty, gross negligence, or other misconduct 
sufficiently serious for the company to treat the employees conduct as repudiation of 
the employee's contract, bringing the contract to an end. 

In such circumstances payment shall be made up to the time of the dismissal only no 
notice is payable. 

The circumstances, where summary dismissal may be warranted include but not 
limited to: 

a) Wilful or deliberate behaviour by an employee that is inconsistent with the 
continuation of the contract of employment. 

b) Conduct that causes serious and imminent risk to: 

i) Health and safety of a person or 

ii) The reputation, viability or profitability of the company's business 

c) An employee being intoxicated at work: 

d) An employee refusing to carry out a lawful and reasonable instruction that is 
consistent with the employee's contract of employment. 

e) An employee in the course of his or her employment, engaging in" 

i) Theft or 

ii) Fraud or 

iii) assault 

25. PROTECTIVE CLOTHING 

The company will provide protective clothing to all employees covered by this agreement in 
accordance with the following schedule: 

New employees will be issued with 

4 x Shirts 

4 x Long pants 

1 x jacket 

1 x steel cap boots. 

For all other staff, the company will replace protective clothing on a fair wear and tear basis 
upon receipt of issued clothing. 

26. COMPANY VEHICLES 

Employees provided with a company car will agree to use and maintain the company strictly 
in line with the Wormald company vehicle policy. New employees who are entitled to a 
company vehicle will be provided with a copy of the Wormald company vehicle policy. 

The provision of a company vehicle is not a condition of employment under this agreement. 
If an employee is not provided with a company vehicle the employee will be entitled to the 
fares and travel provision of the Plumbing and Sprinkler Fitting Award 2010. 

Page 17 of 24 


24.5. Summary Dismissal Nothing in this clause affects the company's ability to dismiss an employee without notice for unreasonable refusal of duty, gross negligence, or other misconduct sufficiently serious for the company to treat the employees conduct as repudiation of the employee's contract, bringing the contract to an end. In such circumstances payment shall be made up to the time of the dismissal only no notice is payable. The circumstances, where summary dismissal may be warranted include but not limited to: a) Wilful or deliberate behaviour by an employee that is inconsistent with the continuation of the contract of employment. b) Conduct that causes serious and imminent risk to: i) Health and safety of a person or ii) The reputation, viability or profitability of the company's business c) An employee being intoxicated at work: d) An employee refusing to carry out a lawful and reasonable instruction that is consistent with the employee's contract of employment. e) An employee in the course of his or her employment, engaging in" i) Theft or ii) Fraud or iii) assault 25. PROTECTIVE CLOTHING The company will provide protective clothing to all employees covered by this agreement in accordance with the following schedule: New employees will be issued with 4 x Shirts 4 x Long pants 1 x jacket 1 x steel cap boots. For all other staff, the company will replace protective clothing on a fair wear and tear basis upon receipt of issued clothing. 26. COMPANY VEHICLES Employees provided with a company car will agree to use and maintain the company strictly in line with the Wormald company vehicle policy. New employees who are entitled to a company vehicle will be provided with a copy of the Wormald company vehicle policy. The provision of a company vehicle is not a condition of employment under this agreement. If an employee is not provided with a company vehicle the employee will be entitled to the fares and travel provision of the Plumbing and Sprinkler Fitting Award 2010. Page 17 of 24




 



a) Company vehicles are to be kept clean and tidy and any damage reported to 
the supervisor or manager immediately. 

b) Company vehicles are to be serviced without disruption to normal work at 
times agreed to by the supervisor, or in the employees own time. 

27. DISPUTE RESOLUTION PROCEDURE 

a) It is the intention of the parties to eliminate, by direct negotiation and 
consultation between them, any dispute or grievance, which is liable to cause 
a stoppage or other form of ban or limitation upon the performance of the 
work. 

b) In the event of a dispute occurring, including any dispute that may arise from 
the implementation of the National Employment Standards (NES) the 
following procedure will be strictly followed. 

c) For all disputes or grievances including those that may arise from the 
implementation of (NES) . Work will continue without interruption while the 
matter is raised by the employee with his/her immediate supervisor. 

d) If this fails to resolve the dispute, the employee may advise his/her union 
representative or representative of the employees choice who shall discuss 
the dispute with the employer and both parties shall attempt to reach 
agreement as quickly as possible. 

e) Failing a satisfactory settlement being achieved following the discussions 
outlined above, the dispute will be referred to the Fair Work Commission for 
conciliation and/or arbitration. 

28. TOOLS 

The Company will provide all necessary hand and power tools and specialised equipment in 
order to perform duties. 

29. PAYROLL 

Payment of wages will be via electronic funds transfer. 

30. EMPLOYMENT CLASSIFICATION GRADES 

This Collective Agreement provides for various grades of employees. A full description of 
each classification for all employees is included in the Appendix 1. 

31. SIGNATURES 

For and on behalf of the Communications Electrical Electronic Information Postal Plumbing 
and Allied Services Union of Australia. 

Branch Address: S,. J-/ 0 P ONIT 

Phone: 0 l.,. 0.. ~ I .3-4- I I 

Fax: 0"'\3101380 
S1eve. • mcc..Arr'\e1 

Q /J'-::.,.; fl.1tt'l~ete,U.v,0N',Co...,,••c.J 
Page 18 of24 


.... a) Company vehicles are to be kept clean and tidy and any damage reported to the supervisor or manager immediately. b) Company vehicles are to be serviced without disruption to normal work at times agreed to by the supervisor, or in the employees own time. 27. DISPUTE RESOLUTION PROCEDURE a) It is the intention of the parties to eliminate, by direct negotiation and consultation between them, any dispute or grievance, which is liable to cause a stoppage or other form of ban or limitation upon the performance of the work. b) In the event of a dispute occurring, including any dispute that may arise from the implementation of the National Employment Standards (NES) the following procedure will be strictly followed. c) For all disputes or grievances including those that may arise from the implementation of (NES) . Work will continue without interruption while the matter is raised by the employee with his/her immediate supervisor. d) If this fails to resolve the dispute, the employee may advise his/her union representative or representative of the employees choice who shall discuss the dispute with the employer and both parties shall attempt to reach agreement as quickly as possible. e) Failing a satisfactory settlement being achieved following the discussions outlined above, the dispute will be referred to the Fair Work Commission for conciliation and/or arbitration. 28. TOOLS The Company will provide all necessary hand and power tools and specialised equipment in order to perform duties. 29. PAYROLL Payment of wages will be via electronic funds transfer. 30. EMPLOYMENT CLASSIFICATION GRADES .. .... This Collective Agreement provides for various grades of employees. A full description of each classification for all employees is included in the Appendix 1. .... .... 31. SIGNATURES For and on behalf of the Communications Electrical Electronic Information Postal Plumbing and Allied Services Union of Australia. Branch Address: SHOP ONE III MCEVOY St ALEXANDRIA NSW 2015 Phone: 029313411 Fax: 0293101380 Steve. mccarney @ nswplumbersUNION.com.au Page 18 of 24




 



Name: 

Position Held 

Signature: .h 25 
Date: 

7 

Signatories for and on behalf of the Enterprise 

Signature: 

Date: 

Name: 

Position: 

Enterprise: 

ABN: 

Address: 

Phone/Fax#: 

Email Address: 

2-~ I 61 :2..\ 
Mo-~ s L: N'-. l'D 
";::)e.rv; -e..,. (\A._c.,.,..._c..~~ 

f=1~ E.c._:,.,,9,.._...,._.\ a_. ~,-,e-J S,--fi,-1-vv- \e:';:.+.'.r--0 

go O('.)S 3'\ "\ oo 1\-

0 ... , \cl.: !'-.':) u , "3. ;\;;:, P ~......,__ 1.,\-Q,,_ 12 ol 
µ _, Mt.. lo'-'  \,,,. We,,;,,+ 

::) ?... '6 ~ 6,-6t .,, '6 \ I.\ 

0\ D \.-.,1-1--~ w © WO.'""'-"-\.J. . ...v ....... 0,.V 

Page 19 of24 


Name: Position Held NEWCASTLE Sub Branch Secretary Signature: Date: 24/6/2021 Signatories for and on behalf of the Enterprise M.SC.8 Signature: Date: 24/6/21 Name: Matthew Shir.FR Position: Service Manager Enterprise: Fire Equipment a Fixed System testing ABN: 80 008 399 004 Address: Building G, 350 Parramatta Rd Homebush West 2140 Phone/Fax #: 02 8844 5814 Email Address: mshirriff@wormold.com.au Page 19 of 24




 



Appendix 1 - RATES OF PAY 

New Employees After 2018; 

Current 2021 

Grade Hourty Rate Fares per day Travel time per Productivity 
day allowance per 

hour 

Surveyor $42.38 $15.00 $40.74 $1.60 

Technician Grade 3 $38.98 $15.00 $38.98 $1.49 

Technician Grade 2 $35.60 $15.00 $35.60 $1.34 

Technician Grade 1 $33.60 $15.00 $33.60 $1.34 

Trainee Grade 1 $29.67 $15.00 $29.67 $0.00 

1" June 2022 

Grade Hourly Rate Fares per day Travel time per Productivity 
day allowance per 

hour 

Surveyor $43.22 $15.00 $40.74 $1.60 

Technician Grade 3 $39.76 $15.00 $38.98 $1.49 

Technician Grade 2 $36.31 $15.00 $35.60 $1.34 

Technician Grade 1 $34.27 $15.00 $33.60 $1.34 

Trainee Grade 1 $30.26 $15.00 $29.67 $0.00 

Page 20 of 24 


Appendix 1 - RATES OF PAY New Employees After 2018; Current 2021 Grade Hourly Rate Fares per day Travel time per Productivity day allowance per hour Surveyor $42.38 $15.00 $40.74 $1.60 - Technician Grade 3 $38.98 $15.00 $38.98 $1.49 Technician Grade 2 $35.60 $15.00 $35.60 $1.34 Technician Grade 1 $33.60 $15.00 $33.60 $1.34 Trainee Grade 1 $29.67 $15.00 $29.67 $0.00 ... 1st June 2022 Grade Hourly Rate Fares per day Travel time per Productivity day allowance per hour Surveyor $43.22 $15.00 $40.74 $1.60 Technician Grade 3 $39.76 $15.00 $38.98 $1.49 Technician Grade 2 $36.31 $15.00 $35.60 $1.34 Technician Grade 1 $34.27 $15.00 $33.60 $1.34 Trainee Grade 1 $30.26 $15.00 $29.67 $0.00 Page 20 of 24




 



1" June 2023 

Grade Hourly Rate Fares per day Travel time per Productivity 
day allowance per 

hour 

Surveyor $44.52 $15.00 $40.74 $1.60 

Technician Grade 3 $40.95 $15.00 $38.98 $1.49 

Technician Grade 2 $37.40 $15.00 $35.60 $1.34 

Technician Grade 1 $35.30 $15.00 $33.60 $1.34 

Trainee Grade 1 $31.17 $15.00 $29.67 $0.00 

APPENDIX 2 

Employees prior to 2018; 

Current 2021 

Grade Hourly Rate Fares per day Travel time per Productivity 
day allowance per 

hour 

Surveyor $42.38 $15.00 $74.69 $1.60 

Technician Grade 2 $38.98 $15.00 $68.71 $1.49 

Page 21 of24 


1ªt June 2023 Grade Hourly Rate Fares per day Travel time per Productivity day allowance per hour Surveyor $44.52 $15.00 $40.74 $1.60 Technician Grade 3 $40.95 $15.00 $38.98 $1.49 Technician Grade 2 $37.40 $15.00 $35.60 $1.34 Technician Grade 1 $35.30 $15.00 $33.60 $1.34 Trainee Grade 1 $31.17 $15.00 $29.67 $0.00 APPENDIX 2 Employees prior to 2018; Current 2021 Grade Hourly Rate Fares per day Travel time per Productivity day allowance per hour Surveyor $42.38 $15.00 $74.69 $1.60 Technician Grade 2 $38.98 $15.00 $68.71 $1.49 Page 21 of 24




 



1 ' 1 June 2022 

Grade Hourly Rate Fares per day Travel time per Productivity 
day allowance per 

hour 

Surveyor $43.23 $15,00 $74.69 $1.60 

Technician Grade 2 $39.76 $15.00 $68.71 $1.49 

1 ' 1 June 2023 

Grade Hourly Rate Fares per day Travel time per Productivity 
day allowance per 

hour 

Surveyor $44.52 $15,00 $74.69 $1.60 

Technician Grade 2 $40,95 $15,00 $68,71 $1.49 

Page 22 of24 


. .. . 1st June 2022 Grade Hourly Rate Fares per day Travel time per Productivity day allowance per hour Surveyor $43.23 $15.00 $74.69 $1.60 Technician Grade 2 $39.76 $15.00 $68.71 $1.49 1st June 2023 Grade Hourly Rate Fares per day Travel time per Productivity day allowance per hour Surveyor $44.52 $15.00 $74.69 $1.60 Technician Grade 2 $40.95 $15.00 $68.71 $1.49 Page 22 of 24




 



Appendix 2 - EMPLOYMENT CLASSIFICATION GRADES 

Grading Review 

The following process shall be grading review. 

1) A change in grading will only be approved if it meets the need of the business. 
Management will from time to time assess the business requirements and if a change in 
classification is required the effected employees will be notified. This change may be a 
change up or down the relative classifications in appendix 1 of this agreement. 

2) If an employee is reclassified and disputes the new classification the employee may 
utilize the disputes settlement procedure mentioned in this agreement. The basis of 
resolution should be the effected employees skills ,motivation and classifications 
required by the business moving forward 

3) Changes in grading will not occur unless approved by the business unit manager. 

GRADING CLASSIFICATION 

Trainee Grade 1 

Means a person employed to test, inspect fire equipment and fire systems whom has no or 
limited prior experience. Has undertaken and passed any accreditation that the company 
has set over the period of employment. 

Technician Grade 1 

The employee would be able to undertake monthly routine services to 1851 as a minimum 
for Sprinklers, Hydrants, Gas systems, fire Alarms, Fire Equipment, Fire Doors etc. Also with 
the ability to conduct annual Testing. 

Technician Grade 2 

The employee can provide detailed fault reports that would include recommended 
rectification works. A Technician Grade 2 would be capable in assisting with the training of 
other testing staff of lower levels. Capable of caring out monthly and six-monthly and Annual 
Testingon all systems under 1851. 

Technician Grade 3 

Employee who has achieved Grade 3 and is accredited and carrying out either one or two of 
the following as a large proportion of there role; fan integrity testing, 5 yearly fire detector 
testing, ansul testing and fault finding, pump preventative maintenance, annual and 5 Yearly. 

Surveyor 

Is for an employee that is capable of completing an Annual Survey for all fire services 
installed in a building. Complete annual testing in dry systems. Co- ordinate a team 
environment. Complete either 80% of his or her time in annual testing both wet and dry 
systems or perinate on site co-ordinator, managing all site requirements. This employee 
must hold all accreditation and licencing required by the company. 

Page 23 of24 


Appendix 2 - EMPLOYMENT CLASSIFICATION GRADES Grading Review The following process shall be grading review. 1) A change in grading will only be approved if it meets the need of the business. Management will from time to time assess the business requirements and if a change in classification is required the effected employees will be notified. This change may be a change up or down the relative classifications in appendix 1 of this agreement. 2) If an employee is reclassified and disputes the new classification the employee may utilize the disputes settlement procedure mentioned in this agreement. The basis of resolution should be the effected employees skills , motivation and classifications required by the business moving forward 3) Changes in grading will not occur unless approved by the business unit manager. GRADING CLASSIFICATION Trainee Grade 1 Means a person employed to test, inspect fire equipment and fire systems whom has no or limited prior experience. Has undertaken and passed any accreditation that the company has set over the period of employment. Technician Grade 1 The employee would be able to undertake monthly routine services to 1851 as a minimum for Sprinklers, Hydrants, Gas systems, fire Alarms, Fire Equipment, Fire Doors etc. Also with the ability to conduct annual Testing. Technician Grade 2 The employee can provide detailed fault reports that would include recommended rectification works. A Technician Grade 2 would be capable in assisting with the training of other testing staff of lower levels. Capable of caring out monthly and six-monthly and Annual Testingon all systems under 1851. Technician Grade 3 Employee who has achieved Grade 3 and is accredited and carrying out either one or two of the following as a large proportion of there role; fan integrity testing, 5 yearly fire detector testing, ansul testing and fault finding, pump preventative maintenance, annual and 5 Yearly. Surveyor Is for an employee that is capable of completing an Annual Survey for all fire services installed in a building. Complete annual testing in dry systems. Co- ordinate a team environment. Complete either 80% of his or her time in annual testing both wet and dry systems or perinate on site co-ordinator, managing all site requirements. This employee must hold all accreditation and licencing required by the company. Page 23 of 24

Page 24 of 24




 






 Page 24 of 24 



IN THE FAIR WORK COMMISSION 

FWC Matter No.: 
AG 2021/5617 

Applicant: 

Wormald 

Section 185 - Application for approval of a single enterprise agreement 

Undertaking-Section 190 

I, Mathew Sheriff, NSW Manager for Wormald give the following undertakings with respect to 
the Fire Equipment and Fixed System testing Enterprise Agreement 2021-2024 ("the 
Agreement") : 

1. I have the authority given to me by Wormald to provide this undertaking in relation to 
the application before the Fair Work Commission. 

2. Disputes Settlement Proceedure Cl 27 The company undertakes that all disputes that 
may arise from the implementation of NES (National Employment Standards) and 
disputes that may arise from the implementation of the said agreement will be in 
accordance with Sec 186 (6) of the Fair work Act. 

3. Shift Worker The company undertakes that the definition of a shift worker is in line with 
Part 1 Application and Operation (cl 2 Definition) of shift worker of the Plumbing and 
Sprinkler Pipe Fitters Award 2020. 

5. Termination Cl 24.2 The company undertakes that notice of termination will be 
consistent with Sec 123 of the Fair work Act. 

6. Annual Leave Cl 21 (b) The company undertakes that an employee's accessing 
excessive leave will be required to leave a minimum of 6 weeks accrued leave 
within his or her leave bank. 

7. Casual Employment The company undertakes that the minimum engagement for 
the employment of a casual is a minimum of 3 hours employment. 

8. Part time Employment The company undertakes that part time engagement will 
be in line with clause 11 of the said award. 

9. Shift Penalties The company undertakes that the definition of shift worker is in line 
with CL 23.1 of the Plumbers and Sprinkler Pipe Fitters Award 2020. 

1 


IN THE FAIR WORK COMMISSION FWC Matter No .: AG 2021/5617 Applicant: Wormald Section 185 - Application for approval of a single enterprise agreement Undertaking- Section 190 I, Mathew Sheriff, NSW Manager for Wormald give the following undertakings with respect to the Fire Equipment and Fixed System testing Enterprise Agreement 2021-2024 ("the Agreement"): 1. I have the authority given to me by Wormald to provide this undertaking in relation to the application before the Fair Work Commission. 2. Disputes Settlement Proceedure CI 27 The company undertakes that all disputes that may arise from the implementation of NES (National Employment Standards) and disputes that may arise from the implementation of the said agreement will be in accordance with Sec 186 (6) of the Fair work Act. 3. Shift Worker The company undertakes that the definition of a shift worker is in line with Part 1 Application and Operation (cl 2 Definition) of shift worker of the Plumbing and Sprinkler Pipe Fitters Award 2020. 5. Termination CI 24.2_The company undertakes that notice of termination will be consistent with Sec 123 of the Fair work Act. 6. Annual Leave CI 21(b) The company undertakes that an employee's accessing excessive leave will be required to leave a minimum of 6 weeks accrued leave within his or her leave bank. 7. Casual Employment The company undertakes that the minimum engagement for the employment of a casual is a minimum of 3 hours employment. 8. Part time Employment The company undertakes that part time engagement will be in line with clause 11 of the said award. 9. Shift Penalties The company undertakes that the definition of shift worker is in line with CL 23.1 of the Plumbers and Sprinkler Pipe Fitters Award 2020. - 1




 



Signature Mathew Shirriff 

' . 
Title Se..t-u:. L."2.... ""-~D..e__r­
Date '2.. ?; I C:, / '2..o 2.. \ 

2 


Signature Mathew Shirriff M. Se .. Sf Title Service Manager Date 28/6/2021 2

Cases cited by this decision: