1
Fair Work Act 2009
s.185—Enterprise agreement
Transdev Sydney Ferries Pty Limited T/A Transdev Sydney Ferries
(AG2023/3050)
TRANSDEV SYDNEY FERRIES BALMAIN SHIPYARD TRADES
STAFF AGREEMENT 2023
Maritime industry
DEPUTY PRESIDENT ROBERTS SYDNEY, 25 SEPTEMBER 2023
Application for approval of the Transdev Sydney Ferries Balmain Shipyard Trades Staff
Agreement 2023
[1] An application has been made for approval of an enterprise agreement known as the
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 (the Agreement).
The Application was made pursuant to s.185 of the Fair Work Act 2009 (the Act). It has been
made by Transdev Sydney Ferries Pty Limited Trading as Transdev Sydney Ferries (the
Applicant). The Agreement is a single enterprise agreement.
[2] The Applicant has provided written undertakings (Annexure A). In accordance with
s.190(4) of the Act the views of the bargaining representatives for the agreement were sought
in relation to the undertakings. I am satisfied that the undertakings will not cause financial
detriment to any employee covered by the Agreement and that the undertakings will not result
in substantial changes to the Agreement.
[3] Subject to the undertakings referred to above, I am satisfied that each requirement of
ss186, 187 and 188 as are relevant to this application for approval has been met. The
undertakings are taken to be a term of the Agreement.
[4] The Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and
Allied Services union of Australia (CEPU), The Automotive, Food, Materials, Engineering,
Printing and Kindred Industries Union (AMWU) and The Construction, Forestry, Maritime,
Mining and Energy Union (CFMEU) each lodged a Form F18 statutory declaration giving
notice under s.183 of the Act that they want the Agreement to cover them. In accordance with
s.201(2) of the Act, I note the Agreement covers the CEPU, AMWU and CFMEU.
[5] The Agreement is approved and will operate in accordance with s.54 of the Act. The
nominal expiry date of the Agreement is 20 April 2027.
[2023] FWCA 3107
DECISION
FairWork
Commission
* AUSTRALIA FairWork Commission
[2023] FWCA 3107
2
DEPUTY PRESIDENT ROBERTS
Printed by authority of the Commonwealth Government Printer
AE521637 PR766577
THE FAIR WORKS 1 NOISSINN TRE SEARS
[2023] FWCA 3107
3
Annexure A
IN THE FAIR WORK COMMISSION
Matter No: AG2023/3050
Applicant: Transdev Sydney Ferries Pty Ltd
UNDERTAKINGS
In relation to the Transdev Sydney Ferries Ba/main Shipyard Trades Staff Agreement 2023
(Agreement), Transdev Sydney Ferries Pty Ltd (Transdev) undertakes pursuant to section 190 of the
Fair Work Act 2009 (Cth) that:
1. Transdev will pay all apprentices at least the base rate of pay to which they would be entitled
if the Manufacturing and Associated Industries and Occupations Award 2020 (Award) applied
to their employment.
2. Without limiting undertaking 1, Transdev will ensure that an Apprentice Year 1 who has
completed Year 12 schooling and is not entitled to adult apprentice rates receives any higher
base rate that would apply under the Award, rather than any lower rate prescribed in
Appendix B of the Agreement.
Signed for Transdev Sydney Ferries Pty Ltd by its duly authorised representative:
Joshua Arul
GM, People and Culture Employee
Relations
Transdev Sydney Ferries Pty Ltd
400 Barangaroo Avenue, Barangaroo NSW
2000
98622895v .1
21 September 2023
Matter No: Applicant:
AG2023/3050 Transdev Sydney Ferries Pty Ltd
In relation to the Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 (Agreement), Transdev Sydney Ferries Pty Ltd (Transdev) undertakes pursuant to section 190 of the Fair Work Act 2009 (Cth) that:
Transdev will pay all apprentices at least the base rate of pay to which they would be entitled if the Manufacturing and Associated Industries and Occupations Award 2020 (Award) applied to their employment.
2. Without limiting undertaking 1, Transdev will ensure that an Apprentice Year 1 who has completed Year 12 schooling and is not entitled to adult apprentice rates receives any higher base rate that would apply under the Award, rather than any lower rate prescribed in Appendix B of the Agreement.
Joshua Arul GM, People and Culture Employee Relations Transdev Sydney Ferries Pty Ltd
Cir transruw
Proud operator of Sydney Ferries
~••• ' • ; :_ '..'. I - ~
Transdev Sydney Ferries Balmain
Shipyard Trades Staff Agreement
2023
PEOPLE & CULTURE
J transdev Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 PEOPLE & CULTURE
transdev Proud operator of Sydney Ferries Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 PEOPLE & CULTURE
Grant
Draft
Tcansdev Sydney Fec,;es Balma;n Sh;pyacd Tcades Staff Agceement 2023 @
Table of Contents
Page
1. Title .............................................................................................. 5
2. Parties ........................................................................................... 5
3. Application ..................................................................................... 5
4. Duration ........................................................................................ 6
5. Availability of Agreement .................................................................. 6
6. Implementation of this Agreement ..................................................... 6
7. Strategic Context ............................................................................ 6
8. Employee Consultation and Communication ......................................... 7
9. Consultative Committee ................................................................... 9
10. Training Committee ............. ............................................................ 9
11. Monthly Yard Meetings ..................................................................... 9
12. Quarterly Yard Meetings ................................................................. 10
13. Consultation ................................................................................. 10
14. Labour Review .............................................................................. 13
15. Dispute Settlement Procedure ......................................................... 14
16. Forms of Employment .................................................................... 15
17. Recruitment and Selection .............................................................. 17
18. Supplementary Labour ................................................................... 18
19. Higher Duties for Supervisors and Leading Hands ............................... 19
20. Payment of Wages/Salaries ............................................................. 19
21. Remuneration ............................................................................... 20
22. Employee Salary Increases ............................................................. 21
23. Salary Sacrifice ............................................................................. 21
24. Allowances ................................................................................... 21
25. Hours of Work .............................................................................. 21
26. Accrued Day Off ............................................................................ 23
27. Rest Breaks .................................................................................. 24
28. Overtime ..................................................................................... 25
29. Penalties ...................................................................................... 25
Cir transctev 2
SYDNEY FERRIES
Transdny Sydney Fendas Balmain Shipyard Trades Stall Agreement 2023 drer theities for Super Tand isciny i 25 SYDNEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 Table of Contents Page 1. Title .. 5 2. Parties ... 5 3. Application 5 4. Duration 16 5. Availability of Agreement .. 6 6. Implementation of this Agreement 6 7. Strategic Context 6 8. Employee Consultation and Communication 7 9. Consultative Committee 19 10. Training Committee 9 11. Monthly Yard Meetings 19 12. Quarterly Yard Meetings 10 13. Consultation ...... 10 14. Labour Review . 13 15. Dispute Settlement Procedure 14 16. Forms of Employment ....... 15 17. Recruitment and Selection 17 18. Supplementary Labour 18 19. Higher Duties for Supervisors and Leading Hands 19 20. Payment of Wages/Salaries. 19 21. Remuneration. 20 22. Employee Salary Increases 21 23. Salary Sacrifice 21 24. Allowances 21 25. Hours of Work 21 26. Accrued Day Off. 23 27. Rest Breaks. 24 28. Overtime ... 25 29. Penalties. ........ . 25 W transdev SYDNEY FERRIES 2
Tcaosdev Sydoey Fecc;es Balmalo Sh;pya,ci Tcades Staff Ag,eemeot 2023 @
30. Public Holidays ............................................................................. 25
31. Leave Entitlements ........................................................................ 26
32. Long Service Leave ....................................................................... 27
33. Personal /Carer's Leave .................................................................. 27
34. Personal /Carer's Leave Documentary Requirements ........................... 28
35. Compassionate Leave .................................................................... 28
36. Parental Leave .............................................................................. 29
37. Domestic Violence Support ............................................................. 30
38. Domestic Violence Leave ................................................................ 32
39. Study Leave ................................................................................. 33
40. Leave Without Pay ......................................................................... 33
41. Jury Service ................................................................................. 33
42. Community Service Leave .............................................................. 34
43. Military Leave ............................................................................... 34
44. Natural Disaster/Pandemic Leave ..................................................... 34
45. Picnic Day .................................................................................... 34
46. End of Year Concessional Part Day ................................................... 34
47. Leave Rostering ............................................................................ 35
48. Training and Assessment ................................................................ 35
49. Initial Training .............................................................................. 35
50. Continuation Training ..................................................................... 36
51. Training Costs .............................................................................. 37
52. Trade Union Training ..................................................................... 37
53. Training and Development Rostering ................................................ 38
54. Apprentices .................................................................................. 38
55. Work Health and Safety ................................................................. 38
56. Performance Management .............................................................. 39
57. TDSF Human Resource Policies ........................................................ 40
58. Travel Arrangements ..................................................................... 40
59. Car Allowance ............................................................................... 40
60. Travel Pass .................................................................................. 40
61. Inclement Weather ........................................................................ 42
Cir transctev 3
SYDNEY FERRIES
Tranaday Sydney Ferries Balmain Shipyard Trade: Staff Agreement 2023 25 *************************_ 27 32. 90 28 af Testerriott waarin SYDNEY FERDRES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 30. Public Holidays 25 31. Leave Entitlements ... 26 32. Long Service Leave 27 33. Personal /Carer's Leave. 27 34. Personal /Carer's Leave Documentary Requirements 28 35. Compassionate Leave 28 36 Parental Leave .... 29 37 Domestic Violence Support 30 38 Domestic Violence Leave 32 39 Study Leave .... 33 40. Leave Without Pay .. 33 41. Jury Service 33 42. Community Service Leave 34 43. Military Leave .. 34 44. Natural Disaster/Pandemic Leave 34 45. Picnic Day .... 34 46. End of Year Concessional Part Day . 34 47. Leave Rostering . 35 48. Training and Assessment .. ... 35 49. Initial Training ............ 35 50 Continuation Training 36 51. Training Costs 37 52. Trade Union Training 37 53. Training and Development Rostering 38 54. Apprentices. . 38 55. Work Health and Safety 38 56. Performance Management . .39 57. TDSF Human Resource Policies 40 58. Travel Arrangements . 40 59. Car Allowance .......... 40 60. Travel Pass ... 40 61. Inclement Weather .. 42 transdev 3 SYDNEY FERRIES
Tcaasdev Sydoey Fe,des Baima;, Sh;pyacd Tcades Staff Agceemeot 2023 {W
62. Uniforms ............................................... ....................................... 42
63. Workplace Conduct ........................................................................ 43
64. Fitness for Work ............................................................................ 44
65. Drugs and Alcohol ............ ............................................................. 44
66. Employee Counselling ............................................. ....................... 45
67. Pregnancy at Work Policy ............................................................... 45
68. Personal Items Compensation ......................................................... 45
69. Expenses ..................................................................................... 45
70. Flexibility Term ......................................................................... . ... 45
71. Termination and Redundancy Provisions ............................................ 46
72. Notice .................. .................................................. ..................... 48
73. Facilities ................................... .. ................................................. 48
74. Recognition of Service .................................................................... 48
75. Superannuation ............................................................................ 48
76. Right to Disconnect ....................................................................... 49
Cir transd£w 4
SYDNEY FERRIES
Fraudey byeney Fones Balmain Shipyard Trades Staff 4pipe pont 3023 Žtransdev SYDNEY TEARIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 LO 62. Uniforms. 42 63. Workplace Conduct .. 43 64. Fitness for Work. 44 65. Drugs and Alcohol 44 66 Employee Counselling .45 67. Pregnancy at Work Policy 45 68 Personal Items Compensation 45 69. Expenses 45 70. Flexibility Term 45 71. Termination and Redundancy Provisions 46 72. Notice 48 73. Facilities 48 74. Recognition of Service 48 75. Superannuation 48 76. Right to Disconnect 49 transdev SYDNEY FERRIES 4
Tcaosdev Sydney Fecctes Balmam Shlpyacd Tcades Staff Agceement 2023 @
1. Title
This Agreement is the Transdev Sydney Ferries Balmain Shipyard Trades Staff
Agreement 2023 (the Agreement).
2. Parties
2.1 This Agreement is made between Transdev Sydney Ferries Pty Ltd (TDSF
or the Employer) and Balmain Shipyard Employees in TDSF and is
binding on TDSF, the "Automotive, Food, Metals, Engineering, Printing
and Kindred Industries Union" known as the Australian Manufacturing
Workers Union (AMWU), the Construction, Forestry, Maritime, Mining
and Engineering Union (CFMEU), the Communications, Electrical,
Electronics, Energy, Information, Postal, Plumbing and Allied Services
Union of Australia (CEPU) (together The Unions) and Balmain Shipyard
Employees in TDSF (together the Parties) .
3 . Application
3.1 This Agreement applies to trades Employees and Ship Repair
Assistants/Store persons employed by TDSF at the Balmain Shipyard,
including those engaged to work at Circular Quay and other wharves
agreed mutually by both parties. These Employees undertake
maintenance work on TDSF vessels and, wherever practicable, on other
TDSF assets. The classifications applying in this Agreement are set out
in Annexure A.
3.2 Relationship to Award
3.2.1 The terms of the Manufacturing and Associated Industries and
Occupations Award 2020 (the Award) are incorporated into this
Agreement. If an incorporated Award term is inconsistent with an
express term of this Agreement, the express term in the Agreement
prevails to the extent of the inconsistency.
3.2.2 In this Agreement references to the Award shall mean the Award as
incorporated into the Agreement unless the context requires
otherwise.
3.2.3 Upon incorporating Award terms into the Agreement, the incorporated
Award terms are to be read as altered with the appropriate changes to
make them provisions of the Agreement rather than provisions of an
award. So, for example, the loadings, penalties and allowances in the
Award apply to the rates of pay due under the Agreement, not the
Award rate.
3.3 This Agreement replaces any and all previous Agreements applying to
trades Employees and Ship Repair Assistants/Storepersons at Balmain
Shipyard .
Cir transd.eN 5
SYDNEY FERRIES
Transdev #vaney Ferries Baimal; Shipyard Trades Star" Agreement 2ndy This Agraunavn Is the Transfer Oythey Ferries Namen Fdpyerd Sader Sinde BU This Agreement applies to theces Imstopnies and Solo Nmpo- El transley SYDNEY FERRITS
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 1. Title This Agreement is the Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 (the Agreement). 2. Parties 2.1 This Agreement is made between Transdev Sydney Ferries Pty Ltd (TDSF or the Employer) and Balmain Shipyard Employees in TDSF and is binding on TDSF, the "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers Union (AMWU), the Construction, Forestry, Maritime, Mining and Engineering Union (CFMEU), the Communications, Electrical, Electronics, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU) (together The Unions) and Balmain Shipyard Employees in TDSF (together the Parties). 3. Application 3.1 This Agreement applies to trades Employees and Ship Repair Assistants/Store persons employed by TDSF at the Balmain Shipyard, including those engaged to work at Circular Quay and other wharves agreed mutually by both parties. These Employees undertake maintenance work on TDSF vessels and, wherever practicable, on other TDSF assets. The classifications applying in this Agreement are set out in Annexure A. 3.2 Relationship to Award 3.2.1 The terms of the Manufacturing and Associated Industries and Occupations Award 2020 (the Award) are incorporated into this Agreement. If an incorporated Award term is inconsistent with an express term of this Agreement, the express term in the Agreement prevails to the extent of the inconsistency. 3.2.2 In this Agreement references to the Award shall mean the Award as incorporated into the Agreement unless the context requires otherwise. 3.2.3 Upon incorporating Award terms into the Agreement, the incorporated Award terms are to be read as altered with the appropriate changes to make them provisions of the Agreement rather than provisions of an award. So, for example, the loadings, penalties and allowances in the Award apply to the rates of pay due under the Agreement, not the Award rate. 3.3 This Agreement replaces any and all previous Agreements applying to trades Employees and Ship Repair Assistants/Storepersons at Balmain Shipyard. transdev SYDNEY FERRIES 5
Tcaosdev Sydoey Feffies Balmaio Shipyacd Tcades Staff Agceemeot 2023 @
3.4 It is the intention of the Parties that the provisions in this Agreement
pertain, directly or indirectly, to the employment relationship between
TDSF and its Employees. It is also the intention of the Parties that where
a clause or sub-clause in this Agreement may not be found to pertain to
the employment relationship then the Parties agree that the offending
clause or sub-clause will become inoperative and the remainder of the
provisions in the Agreement and the Agreement itself will remain in
force.
4. Duration
4.1 This Agreement commences operation seven (7) days after it has been
approved by the Fair Work Commission (FWC).
4.2 The nominal expiry date of the Agreement is 20 April 2027.
4.3 The Parties agree that the Agreement shall continue to apply, and the
Parties agree to commence negotiations for the next Agreement at least
6 months prior to the expiration of the Agreement.
5. Availability of Agreement
5.1 Copies of this Agreement will be made available to Employees at the
workplace.
5.2 Any Employee may request a copy of this Agreement from the People &
Culture area of TDSF.
6. Implementation of this Agreement
The Parties agree to make no further claims during the life of this Agreement.
7. Strategic Context
7.1 TDSF Goals
TDSF aims to deliver a quality ferry service for Sydney by:
(a) Providing safe and reliable transportation;
(b) Maintaining an affordable and sustainable service by being efficient
and effective;
( c) Delivering excellent customer service; and
(d) Providing a rewarding and safe working environment
7 .2 TDSF Objectives
7.2.1 The principal objective of TDSF is to deliver safe and reliable Sydney
ferry services in an efficient, effective and financially responsible
manner.
7 .2.2 The other objectives of TDSF are as follows:
To be a successful business and, to that end:
Cir transc1ev 6
SYDNEY FERRIES
fresedey Sydney Ferries Balmalr Shipyard Trodes Staff Agreement 2025 SYDNEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 3.4 It is the intention of the Parties that the provisions in this Agreement pertain, directly or indirectly, to the employment relationship between TDSF and its Employees. It is also the intention of the Parties that where a clause or sub-clause in this Agreement may not be found to pertain to the employment relationship then the Parties agree that the offending clause or sub-clause will become inoperative and the remainder of the provisions in the Agreement and the Agreement; itself will remain in force 4. Duration 4.1 This Agreement commences operation seven (7) days after it has been approved by the Fair Work Commission (FWC). 4.2 The nominal expiry date of the Agreement is 20 April 2027. 4.3 The Parties agree that the Agreement shall continue to apply, and the Parties agree to commence negotiations for the next Agreement at least 6 months prior to the expiration of the Agreement. 5. Availability of Agreement 5.1 Copies of this Agreement will be made available to Employees at the workplace. 5.2 Any Employee may request a copy of this Agreement from the People & Culture area of TDSF. 6. Implementation of this Agreement The Parties agree to make no further claims during the life of this Agreement. 7. Strategic Context 7.1 TDSF Goals TDSF aims to deliver a quality ferry service for Sydney by: (a) Providing safe and reliable transportation; (b) Maintaining an affordable and sustainable service by being efficient and effective; (c) Delivering excellent customer service; and (d) Providing a rewarding and safe working environment 7.2 TDSF Objectives 7.2.1 The principal objective of TDSF is to deliver safe and reliable Sydney ferry services in an efficient, effective and financially responsible manner. 7.2.2 The other objectives of TDSF are as follows: To be a successful business and, to that end: transdev SYDNEY FERRIES 6
Tcaasdev Sydoey Fenies Balmalo Shlpyacd Trades Staff Ag,eement 2023 @
(a) To operate at least as efficiently as any other comparable
business, and to maximize the net worth of the State's
investment in TDSF;
(b) To exhibit a sense of social responsibility by having regard
to the interest of the community in which it operates;
( c) Where its activities affect the environment, to conduct its
operations in compliance with the principles of ecologically
sustainable development.
8. Employee Consultation and Communication
8.1 Relationship Between TDSF and its Employees
8.1.1 TDSF will be a workplace that respects and recognises the values of its
people, both collectively and individually.
8.1.2 TDSF values a workplace where the importance of job satisfaction is
clearly recognised and where the need to have fun is an important
element in creating an environment that will inspire, motivate and retain
the best people.
8.1.3 The unions and their members employed by TDSF at Balmain Shipyard
are committed to increasing their productivity and working in such a
manner to support the ongoing viability of the Balmain Shipyard.
8.1.4 The Parties acknowledge that changes to work arrangements are
necessary from time to time to meet operational requirements; It is
acknowledged that the process of change and reform will impact on the
organisation structure, grading and number of staff. Any process of
reform will be undertaken in consultation between the parties.
8.1.5 TDSF recognises the importance of its Employees in its ongoing business
and values its partnership with the Unions as representatives of TDSF
Balmain Shipyard Employees. The Unions support the goals and
objectives of TDSF, which aim to ensure the long-term sustainability of
the Corporation.
8.2 Respect and Consultation
8.2.1 TDSF respects the rights of its Employees to negotiate collectively and
to negotiate collective agreements.
8.2.2 The Parties agree that effective communication and consultation is
essential in promoting a successful operation.
8.2.3 Consultation provides Employees with an opportunity to provide input
into the decision making process on actions affecting them.
8.2.4 Information sharing will be achieved through formal and informal
means, such as presentations, newsletters and other appropriate
Cir transctev 7
SYDNEY FERRIES
Transdey Sydney Ferries Balmain Shipyani Trades Staff Agreement 3079 A& The Parties acknowledge that stinges to work sensitgomes saint warm wil be undertaken in motrabiaten between the garden EYLEMEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 (a) To operate at least as efficiently as any other comparable business, and to maximize the net worth of the State's investment in TDSF; (b) To exhibit a sense of social responsibility by having regard to the interest of the community in which it operates; (c) Where its activities affect the environment, to conduct its operations in compliance with the principles of ecologically sustainable development. 8. Employee Consultation and Communication 8.1 Relationship Between TDSF and its Employees 8.1.1 TDSF will be a workplace that respects and recognises the values of its people, both collectively and individually. 8.1.2 TDSF values a workplace where the importance of job satisfaction is clearly recognised and where the need to have fun is an important element in creating an environment that will inspire, motivate and retain the best people .. 8.1.3 The unions and their members employed by TDSF at Balmain Shipyard are committed to increasing their productivity and working in such a manner to support the ongoing viability of the Balmain Shipyard. 8.1.4 The Parties acknowledge that changes to work arrangements are necessary from time to time to meet operational requirements: It is acknowledged that the process of change and reform will impact on the organisation structure, grading and number of staff. Any process of reform will be undertaken in consultation between the parties. 8.1.5 TDSF recognises the importance of its Employees in its ongoing business and values its partnership with the Unions as representatives of TDSF Balmain Shipyard Employees. The Unions support the goals and objectives of TDSF, which aim to ensure the long-term sustainability of the Corporation. 8.2 Respect and Consultation 8.2.1 TDSF respects the rights of its Employees to negotiate collectively and to negotiate collective agreements. 8.2.2 The Parties agree that effective communication and consultation is essential in promoting a successful operation. 8.2.3 Consultation provides Employees with an opportunity to provide input into the decision making process on actions affecting themn. 8.2.4 Information sharing will be achieved through formal and informal means, such as presentations, newsletters and other appropriate transdev SYDNEY FERRIES 7
nansdev Sydney Fecdes Balma;n Sh;pya,d T,ades Staff Ag,eement 2023 @
avenues, as well as consultation through the consultative processes and
the consultative committee as established in this Agreement.
8.2.5 TDSF will advise the workplace representatives in a timely manner of
matters that may have a significant impact on Employees and prior to
any decisions being made. Workplace representatives will advise TDSF
of matters of concern at the earliest possible opportunity.
8.2.6 Workplace representatives will have adequate opportunity to
investigate, research and discuss matters raised by TDSF.
8.2.7 Workplace representatives and TDSF will discuss matters raised and
genuinely attempt to reach agreement before a final decision is made
by TDSF.
8.2.8 Final decisions will only be made after a matter have been subjected to
examination and discussion between workplace representatives and
TDSF.
8.3 Workplace Representatives - Consultation and Facilities
8.3 .1 TDSF will recognise dully elected workplace representatives.
8 .3.2 The following principles will apply to the Workplace Representatives:
8 .3.3 The Workplace Representative has the right to consult with Employees
and TDSF and will be given reasonable access at TDSF workplace
locations to undertake consultation during paid working hours, subject
to approval by the General Manager, Assets. Such approval will not be
unreasonably withheld.
8.3.4 The Workplace Representative will be invited to participate in approved
forums with TDSF.
8.3.5 The Workplace Representative is entitled to reasonable access to
workplace communication, equipment, including a union room with
access to a computer and a phone.
8 .3.6 The Workplace Representative is entitled to place appropriate
employment related information on designated TDSF noticeboards.
8.3. 7 Workplace Representatives together are committed to enhancing TDSF
efficiency through fair treatment of their constituents and performing
their role without discrimination.
8.3.8 The Workplace Representatives are committed to consultation and
working in a professional manner with TDSF in the interest of their
constituents and the organisation.
8.3 .9 The Workplace Representatives and TDSF are committed to resolving
issues in a timely and cooperative manner during paid working time.
Cif transctev 8
SYDNEY FERRIES
Trendtev Skinny Ferries de math Shipyard Tades Staff Agreement 2023 transdev SYDNEY TEREIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 avenues, as well as consultation through the consultative processes and the consultative committee as established in this Agreement. 8.2.5 TDSF will advise the workplace representatives in a timely manner of matters that may have a significant impact on Employees and prior to any decisions being made. Workplace representatives will advise TDSF of matters of concern at the earliest possible opportunity. 8.2.6 Workplace representatives will have adequate opportunity to investigate, research and discuss matters raised by TDSF. 8.2.7 Workplace representatives and TDSF will discuss matters raised and genuinely attempt to reach agreement before a final decision is made by TDSF. 8.2.8 Final decisions will only be made after a matter have been subjected to examination and discussion between workplace representatives and TDSF. 8.3 Workplace Representatives - Consultation and Facilities 8.3.1 TDSF will recognise dully elected workplace representatives. 8.3.2 The following principles will apply to the Workplace Representatives: 8.3.3 The Workplace Representative has the right to consult with Employees and TDSF and will be given reasonable access at TDSF workplace locations to undertake consultation during paid working hours, subject to approval by the General Manager, Assets. Such approval will not be unreasonably withheld. 8.3.4 The Workplace Representative will be invited to participate in approved forums with TDSF. 8.3.5 The Workplace Representative is entitled to reasonable access to workplace communication, equipment, including a union room with access to a computer and a phone. 8.3.6 The Workplace Representative is entitled to place appropriate employment related information on designated TDSF noticeboards. 8.3.7 Workplace Representatives together are committed to enhancing TDSF efficiency through fair treatment of their constituents and performing their role without discrimination. 8.3.8 The Workplace Representatives are committed to consultation and working in a professional manner with TDSF in the interest of their constituents and the organisation. 8.3.9 The Workplace Representatives and TDSF are committed to resolving issues in a timely and cooperative manner during paid working time. W transdev SYDNEY FERRIES 8
Transdev Sydney Ferr;es Balmaln Sh;pyanl Tcades Staff Agceement 2023 @
8.3.10 Workplace Representatives are committed to improving
communication through regular use of the TDSF email system.
8.4 Records and Access
8.4.1 TDSF will keep, or cause to be kept, a record of attendance and times
during which each Employee has been on duty, including the times of
commencing and finishing duty by each Employee on each day and the
payments made to each Employee, including wages, overtime payment
and all allowances paid to them.
8.4.2 The Fair Work Act 2009 (Cth) (Act) provides for the inspection of
Employees records by a permit holder. The Parties recognise that due
consideration must be given to matters of personal privacy.
8.4.3 TDSF acknowledges union officials may enter its premises to conduct
reasonable union business. Union officials agree to seek permission
from TDSF management when they intend to enter the premises to
undertake business. However, union officials are required to comply
with the requirements of the Act when they want to enter TDSF premises
to hold discussions in accordance with s484 of the Act.
9 . Consultative Committee
9 . 1 Up to 5 elected workplace representatives will be recognised and
participate in the TDSF Consultative Committee. The Consultative
Committee operates as a mechanism to facilitate consultation about
workplace and employment issues between Employees and TDSF. The
Committee will endeavour to promote harmonious employee relations.
9 .2 The Consultative Committee will define its functions and procedures in
agreed terms of reference and will meet regularly to ensure effective
communication between TDSF and its Employees. Until the Committee
undertakes this work, it will continue to conduct itself as at the time of
the commencement of the Agreement.
10. Training Committee
Workplace representatives will participate in the Training Committee. This
committee meets monthly under an agreed set of terms of reference. All
scheduled training will be as per industry standards and provided by a nationally
recognised Australian Qualifications Framework (AQF) and Australian Skills Quality
Authority (ASQA).
11. Monthly Yard Meetings
TDSF agrees to Workplaces Representatives holding monthly yard meetings with
Employees to discuss and report on employment issues from each Committee
meeting. The timing of these meetings is subject to approval by the General
Manager, Assets, and will not impact negatively on operational needs of the
Cir transc1ev 9
SYDNEY FERRIES
'wantaday Byday Perries Balmain Shipyard Trades Staff Agreement 2023 Wing ve enber 115E parsers 0.3 TheITy CASUAL
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 8.3.10 Workplace Representatives are committed to improving communication through regular use of the TDSF email system. 8.4 Records and Access 8.4.1 TDSF will keep, or cause to be kept, a record of attendance and times during which each Employee has been on duty, including the times of commencing and finishing duty by each Employee on each day and the payments made to each Employee, including wages, overtime payment and all allowances paid to them. 8.4.2 The Fair Work Act 2009 (Cth) (Act) provides for the inspection of Employees records by a permit holder. The Parties recognise that due consideration must be given to matters of personal privacy. 8.4.3 TDSF acknowledges union officials may enter its premises to conduct reasonable union business. Union officials agree to seek permission from TDSF management when they intend to enter the premises to undertake business. However, union officials are required to comply with the requirements of the Act when they want to enter TDSF premises to hold discussions in accordance with s484 of the Act. 9. Consultative Committee 9.1 Up to 5 elected workplace representatives will be recognised and participate in the TDSF Consultative Committee. The Consultative Committee operates as a mechanism to facilitate consultation about workplace and employment issues between Employees and TDSF. The Committee will endeavour to promote harmonious employee relations. 9.2 The Consultative Committee will define its functions and procedures in agreed terms of reference and will meet regularly to ensure effective communication between TDSF and its Employees. Until the Committee undertakes this work, it will continue to conduct itself as at the time of the commencement of the Agreement. 10. Training Committee Workplace representatives will participate in the Training Committee. This committee meets monthly under an agreed set of terms of reference. All scheduled training will be as per industry standards and provided by a nationally recognised Australian Qualifications Framework (AQF) and Australian Skills Quality Authority (ASQA). 11. Monthly Yard Meetings TDSF agrees to Workplaces Representatives holding monthly yard meetings with Employees to discuss and report on employment issues from each Committee meeting. The timing of these meetings is subject to approval by the General Manager, Assets, and will not impact negatively on operational needs of the transdev SYDNEY FERRIES 9
Tcansdev Sydney Fen-;es Balmaln Shlpya,d Tcades Staff Agceement 2023 {OJ
Balmain Shipyard. A minimum of one hour will be allocated to discuss the minutes
from the previous meetings with Employees (i.e., 12 x 60minutes per year).
12. Quarterly Yard Meetings
12.1 TDSF agrees to all Workplaces Representatives and their respective
Union Officials holding four (quarterly) meetings per calendar year, to
hold general discussions, for up to 1 hour, with half an hour only being
paid time (i.e ., 4 x 30minutes paid per year)
12.2 The timing and duration of these meetings is subject to approval by the
General Manager, Assets, and will not impact negatively on operational
needs of the Baima in Shipyard.
12.3 At least 1 weeks' notice must be provided by workplace representatives
or their respective Union Officials before each quarterly meeting.
12.4 If Union officials confirm attendance the Union officials must sign in
before entering the yard and observe and adhere to all TDSF site safety
procedures
12.5 Where it is agreed that the duration of a quarterly meeting will exceed
half an hour and is not cojoined by an unpaid meal break, before normal
start times or after normal finishing times, the additional time will be
unpaid.
12.6 Reasonable additional paid time for such meetings may be granted on a
discretionary basis by the General Manager Assets during Enterprise
Agreement negotiation periods.
13. Consultation
This clause applies if TDSF:
a) Has made a definite decision to introduce a major change to
production, program, organisation, structure or technology in
relation to its enterprise that is likely to have a significant effect on
the Employees; or
b) Proposes to introduce a change to the regular roster or ordinary
hours of work of Employees.
13.1 Consultation major workplace change
13.1.1 The parties acknowledge that continuous improvement, the
acceptance of ongoing change and commitment to safety are
fundamental to the success of Balmain Shipyard. Accordingly, changes
in technology, organisational structures and work practices may occur
from time to time, provided the business first undertakes consultation
in line with this clause.
13.1.2 For a major change referred to in clause 13.1.1:
Cif transde» 10
SYDNEY FERRIES
Thensdev Sydney Ferries Balmain Swayand Trades Stelf Atverment 2023 SYDNEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 Balmain Shipyard. A minimum of one hour will be allocated to discuss the minutes from the previous meetings with Employees (i.e ., 12 x 60minutes per year). 12. Quarterly Yard Meetings 12.1 TDSF agrees to all Workplaces Representatives and their respective Union Officials holding four (quarterly) meetings per calendar year, to hold general discussions, for up to 1 hour, with half an hour only being paid time (i.e ., 4 x 30minutes paid per year) 12.2 The timing and duration of these meetings is subject to approval by the General Manager, Assets, and will not impact negatively on operational needs of the Balmain Shipyard. 12.3 At least 1 weeks' notice must be provided by workplace representatives or their respective Union Officials before each quarterly meeting. 12.4 If Union officials confirm attendance the Union officials must sign in before entering the yard and observe and adhere to all TDSF site safety procedures 12.5 Where it is agreed that the duration of a quarterly meeting will exceed half an hour and is not cojoined by an unpaid meal break, before normal start times or after normal finishing times, the additional time will be unpaid. 12.6 Reasonable additional paid time for such meetings may be granted on a discretionary basis by the General Manager Assets during Enterprise Agreement negotiation periods. 13. Consultation This clause applies if TDSF: a) Has made a definite decision to introduce a major change to production, program, organisation, structure or technology in relation to its enterprise that is likely to have a significant effect on the Employees; or b) Proposes to introduce a change to the regular roster or ordinary hours of work of Employees. 13.1 Consultation major workplace change 13.1.1 The parties acknowledge that continuous improvement, the acceptance of ongoing change and commitment to safety are fundamental to the success of Balmain Shipyard. Accordingly, changes in technology, organisational structures and work practices may occur from time to time, provided the business first undertakes consultation in line with this clause. 13.1.2 For a major change referred to in clause 13.1.1; transdev SYDNEY FERRIES 10
Tcaosdev Sydney Ferries Balmaln Shlpyacd Tcades Staff Agn,ement 2023 @
(1) TDSF must notify the relevant Employees of the decision to
introduce the major change; and
(2) Subclauses 13.1.3 to 13.1.9 apply.
13.1.3 The relevant Employees may appoint a representative for the
purposes of the procedures in this term.
13.1.4 If:
(1) A relevant Employee appoints, or relevant Employees
appoint, a representative for the purposes of consultation;
and
(2) The Employee or Employees advise TDSF of the identity of
the representative;
TDSF must recognise the representative.
13.1.5 As soon as practicable after making its decision, TDSF must:
a) Discuss with the relevant Employees:
I. the introduction of the change; and
II . the effect the change is likely to have on the Employees; and
III. measures TDSF is taking to avert or mitigate the adverse effect
of the change on the Employees; and
b) For the purposes of the discussion provide, in writing, to the
relevant Employees:
I. all relevant information about the change including the nature of
the change proposed;
II . information about the expected effects of the change on the
Employees; and
III. any other matters likely to affect the Employees.
13.1.6 However, TDSF is not required to disclose confidential or
commercially sensitive information to the relevant Employees.
13.1.7 TDSF must give prompt and genuine consideration to matters raised
about the major change by the relevant Employees.
13.1.8 If a term in this agreement provides for a major change to
production, program, organisation, structure or technology in relation to
the enterprise of TDSF, the requirements set out in sub-clause 13.1.1
and clauses 13.1.3 and 13.1.5 are taken not to apply.
13.1.9 In this term, a major change is likely to have a significant effect on
Employees if it results in:
(1) The termination of the employment of Employees; or
(iftransruw 11
SYDNEY FERRIES
ITransoEv Sumney Partes Balmain Shipyard trades Start Agreement 2023 Meroduvet the mindtor chinger atd BY COVEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 (1) TDSF must notify the relevant Employees of the decision to introduce the major change; and (2) Subclauses 13.1.3 to 13.1.9 apply. 13.1.3 The relevant Employees may appoint a representative for the purposes of the procedures in this term. 13.1.4 If: (1) A relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of consultation; and (2) The Employee or Employees advise TDSF of the identity of the representative; TDSF must recognise the representative. L3.1.5 As soon as practicable after making its decision, TDSF must: a) Discuss with the relevant Employees: I. the introduction of the change; and II. the effect the change is likely to have on the Employees; and III. measures TDSF is taking to avert or mitigate the adverse effect of the change on the Employees; and b) For the purposes of the discussion provide, in writing, to the relevant Employees: I. all relevant information about the change including the nature of the change proposed; II. information about the expected effects of the change on the Employees; and III. any other matters likely to affect the Employees. 13.1.6 However, TDSF is not required to disclose confidential or commercially sensitive Information to the relevant Employees. 13.1.7 TDSF must give prompt and genuine consideration to matters raised about the major change by the relevant Employees. 13.1.8 If a term in this agreement provides for a major change to production, program, organisation, structure or technology in relation to the enterprise of TDSF, the requirements set out in sub-clause 13.1.1 and clauses 13.1.3 and 13.1.5 are taken not to apply. 13.1.9 In this term, a major change is likely to have a significant effect on Employees if it results in: (1) The termination of the employment of Employees; or transdev SYDNEY FERRIES 11
Tcaosde, Sydoey Feccies Balmam Shipyacd Tcades Staff Agceemeot 2023 @
( 2) Major change to the composition, operation or size of TDSF's
workforce or to the skills required of Employees; or
(3) The elimination or diminution of job opportunities (including
opportunities for promotion or tenure); or
( 4 ) The alteration of hours of work; or
(5) The need to retrain Employees; or
(6) The need to relocate Employees to another workplace; or
(7) The restructuring of jobs.
13.2 Changes to regular roster or ordinary hours of work
13.2.1 For a change referred to in sub clause 13(b):
(1) TDSF must notify the relevant Employees of the proposed
change; and
(2) Subclauses 13.2.2 to apply.
13.2.2 The relevant Employees may appoint a representative for the
purposes of the procedures in this term.
13.2.3 If:
(1) Relevant Employee appoints, or relevant Employees appoint,
a representative for the purposes of consultation; and
(2) The Employee or Employees advise TDSF of the identity of
the representative;
TDSF must recognise the representative.
13.2.4 As soon as practicable after proposing to introduce the change, TDSF
must:
Cir transctev
( 1) Discuss with the relevant Employees the introduction of the
change; and
(2)
I.
II .
III .
For the purposes of the discussion provide to the relevant
Employees:
all relevant information about the change, including the nature of
the change; and
information about what TDSF reasonably believes will be the
effects of the change on the Employees; and
information about any other matters that TDSF reasonably
believes are likely to affect the Employees; and
12
SYDNEY FERRIES
Tearatav Sydney Fer tas Balimite shipyard Trades Staff Agreement 2028 normado, about whe Ther rextonenty pellevas wit be tame SYDNEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 (2) Major change to the composition, operation or size of TDSF's workforce or to the skills required of Employees; or (3) The elimination or diminution of job opportunities (including opportunities for promotion or tenure); or (4) The alteration of hours of work; or (5) The need to retrain Employees; or (6) The need to relocate Employees to another workplace; or (7) The restructuring of jobs. 13.2 Changes to regular roster or ordinary hours of work 13.2.1 For a change referred to in sub clause 13(b): (1) TDSF must notify the relevant Employees of the proposed change; and (2) Subclauses 13.2.2 to apply. 13.2.2 The relevant Employees may appoint a representative for the purposes of the procedures in this term. 13.2.3 If: (1) Relevant Employee appoints, or relevant Employees appoint, a representative for the purposes of consultation; and (2) The Employee or Employees advise TDSF of the identity of the representative; TDSF must recognise the representative. 13.2.4 As soon as practicable after proposing to introduce the change, TDSF must: (1) Discuss with the relevant Employees the introduction of the change; and (2) For the purposes of the discussion provide to the relevant Employees: I. all relevant information about the change, including the nature of the change; and II. information about what TDSF reasonably believes will be the effects of the change on the Employees; and III information about any other matters that TDSF reasonably believes are likely to affect the Employees; and transdev SYDNEY FERRIES 12
Tcansdev Sydney Fecc;es Balma;n Sh;pyacd Tcades Staff Agceement 2023 @
IV. invite the relevant Employees to give their views about the impact
of the change (including any impact in relation to their family or
caring responsibilities).
13.2.5 However, TDSF is not required to disclose confidential or
commercially sensitive information to the relevant Employees.
13.2.6 TDSF must give prompt and genuine consideration to matters raised
about the change by the relevant Employees.
In this clause "relevant Employees" means the Employees who may be affected
by a change referred to in sub-clause 13(b).
14. Labour Review
14.1 The Parties through the Consultative Committee shall conduct six (6)
monthly Labour Review Meetings (October and April) to identify how the
business is performing and to agree on minimum labour requirements.
14.2 The Labour Review Meeting shall include data from the following aspects
of the operation: In providing information The Employer shall ensure
that such information is "de-identified":
I. The size and composition of the workforce, as a whole and broken
down into classifications and employment status.
II . The appropriateness of rosters to the number of employees and
work patterns.
III. Total Annual Leave - both taken and accrued, with a breakdown
of each employee, across each classification.
IV. Total Single Annual Leave Days - taken with a breakdown of each
employee, across each classification.
V. Total Personal/Sick Leave - both taken and accrued with a
breakdown of each employee, across each classification.
VI. Total Leave Without Pay - taken and reason with a breakdown of
each employee, across each classification.
VII . Workers Comp - current workers compensation numbers of
employees and a breakdown of L TI's/MTI's, across each
classification.
VIII .
IX.
Cir transCWJ
SYDNEY FERRIES
Management of any Employees unable to perform their full range
of duties - with a breakdown of each employee, across each
classification.
Total Committee Meetings attended/worked - with a breakdown
of each employee, across each classification.
13
Transdev Sydney Ferries Balmabi Shipyard Trades Staff Sei cement 3023 (4) The Parties through the Lones ve Commitse shall aindaet por (6 The sies eno compostoun af bite wwirote as w whodann wesen WMOMey FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 IV. invite the relevant Employees to give their views about the impact; of the change (including any impact in relation to their family or caring responsibilities). 13.2.5 However, TDSF is not required to disclose confidential or commercially sensitive information to the relevant Employees. 13.2.6 TDSF must give prompt and genuine consideration to matters raised about the change by the relevant Employees. In this clause "relevant Employees" means the Employees who may be affected by a change referred to in sub-clause 13(b). 14. Labour Review 14.1 The Parties through the Consultative Committee shall conduct six (6) monthly Labour Review Meetings (October and April) to identify how the business is performing and to agree on minimum labour requirements. 14.2 The Labour Review Meeting shall include data from the following aspects of the operation: In providing information The Employer shall ensure that such information is "de-identified"; I. The size and composition of the workforce, as a whole and broken down into classifications and employment status. II. The appropriateness of rosters to the number of employees and work patterns. III. Total Annual Leave - both taken and accrued, with a breakdown of each employee, across each classification. IV. Total Single Annual Leave Days - taken with a breakdown of each employee, across each classification. V. Total Personal/Sick Leave - both taken and accrued with a breakdown of each employee, across each classification. VI. Total Leave Without Pay - taken and reason with a breakdown of each employee, across each classification. VII. Workers Comp - current workers compensation numbers of employees and a breakdown of LTI's/MTI's, across each classification. VIII Management of any Employees unable to perform their full range of duties - with a breakdown of each employee, across each classification. IX. Total Committee Meetings attended/worked - with a breakdown of each employee, across each classification. transdev SYDNEY FERRIES 13
Tomsdev Sydney Fe,c;es Balma;n Sh;pya,d T,ades Staff Ag,eement 2023 @
X. Total Overtime Shift worked - All Overtime worked with a
breakdown of each employee, across each classification.
XI. Total number of extensions - the number of shift extensions with
a breakdown of each employee for this period, across each
classification.
XII . Individual Higher Classifications - percentage of shifts worked in
a higher grade, including upgrades made after allocations (due to
operational needs etc), across each classification.
XIII. Training Plan and Matrix for all employees with current skills
matrix - with a breakdown of each employee, across each
classification.
XIV. Any other matters the Balmain Consultative Committee deem
relevant.
14.3 The six (6) Monthly Labour Review meetings must occur in the months
of April and October. These two meetings will be standalone but may
take place during the scheduled Consultative Meeting for efficiency as
long as extra time is afforded at these meetings to deal with the Labour
Review.
14.4 The Employer will provide for review all relevant de-identified data
concerning the labour review and all other material as appropriate no
less than two weeks prior to these scheduled meetings.
14.5 If minimum labour requirements are not mutually agreed and
implemented, the parties may attempt to resolve the disagreement
through the Grievance and Dispute Resolution Procedure (Clause 13).
14.6 No party shall engage in provocative action and pending the resolution
of the dispute the work practice that existed prior to any change being
made (status qua) shall apply. The rights of the parties shall not be
prejudiced by the fact that work has continued under this process.
15. Dispute Settlement Procedure
15.1 The Parties to the Agreement recognise and respect the valid roles of
the other Parties and shall undertake all necessary steps to ensure that
the following procedures apply in the event of any disagreement. The
intention of this clause is to ensure that any disagreement shall be
promptly resolved at the workplace in good faith without provocative
action or resort to industrial bans or stoppages. This is in recognition
that it is for the overall benefit of the Employer and Employees.
15.2 The procedure that will be followed to ensure the highest standard of
industrial relations reliability is detailed as follows:
Cir transctev 14
SYDNEY FERRIES
Paredey Sydney Parr'es Sacrain Ahoyand radas Steff Agrcarhart 2033 EYONEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 X. Total Overtime Shift worked - All Overtime worked with a breakdown of each employee, across each classification. XI. Total number of extensions - the number of shift extensions with a breakdown of each employee for this period, across each classification. XII. Individual Higher Classifications - percentage of shifts worked in a higher grade, including upgrades made after allocations (due to operational needs etc), across each classification. XIII. Training Plan and Matrix for all employees with current skills matrix - with a breakdown of each employee, across each classification. XIV. Any other matters the Balmain Consultative Committee deem relevant. 14.3 The six (6) Monthly Labour Review meetings must occur in the months of April and October. These two meetings will be standalone but may take place during the scheduled Consultative Meeting for efficiency as long as extra time is afforded at these meetings to deal with the Labour Review. 14.4 The Employer will provide for review all relevant de-identified data concerning the labour review and all other material as appropriate no less than two weeks prior to these scheduled meetings. 14.5 If minimum labour requirements are not mutually agreed and implemented, the parties may attempt to resolve the disagreement through the Grievance and Dispute Resolution Procedure (Clause 13). 14.6 No party shall engage in provocative action and pending the resolution of the dispute the work practice that existed prior to any change being made (status quo) shall apply. The rights of the parties shall not be prejudiced by the fact that work has continued under this process. 15. Dispute Settlement Procedure 15.1 The Parties to the Agreement recognise and respect the valid roles of the other Parties and shall undertake all necessary steps to ensure that the following procedures apply in the event of any disagreement. The intention of this clause is to ensure that any disagreement shall be promptly resolved at the workplace in good faith without provocative action or resort to industrial bans or stoppages. This is in recognition that it is for the overall benefit of the Employer and Employees. 15.2 The procedure that will be followed to ensure the highest standard of industrial relations reliability is detailed as follows: transdev SYDNEY FERRIES 14
Tcaosdev Sydney fenies Balmain ShipyanJ Tcades Staff Agceement 2023 rW
15.2.1 Employees may appoint a representative of their own choosing when
dealing with a dispute under the dispute settlement procedure set out in
this clause
15.2.2 The Employer and the Employee shall respectively notify each other
as soon as possible of any disagreement. All efforts will be made to
resolve disagreements at the management and workplace Authorised
Delegate level in the first instance.
15.2.3 If no agreement is reached with senior management within two (2)
business days either party can refer the dispute to the/an agreed
Facilitator, whereby it shall become the subject of an alternative dispute
resolution process.
15.2.4 Should the matter remain unresolved, either of the parties or their
representatives shall refer the dispute at first instance to FWC for
review. FWC may exercise conciliation and/or arbitration powers in such
reviews
15.3 The above steps shall not preclude the right of either party to refer a
dispute to the FWC prior to commencing the process outlined in sub
clause 15.1.2. In these circumstances, the FWC shall retain its discretion
to refer the parties to a Facilitator where the FWC considers that course
is appropriate.
15.4 Pending completion of the procedure set out in this clause work shall
continue without interruption. No party shall engage in provocative
action and pending the resolution of the dispute the work practice that
existed prior to any change being made (status quo) shall apply. The
rights of the parties shall not be prejudiced by the fact that work has
continued under this process.
15.5 The parties commit to expedite and not delay any of the steps outlined
in this process.
15.6 No party shall engage in provocative action and pending the resolution
of the dispute the work practice that existed prior to any change being
made (status quo) shall apply. The rights of the parties shall not be
prejudiced by the fact that work has continued under this process.
16. Forms of Employment
TDSF will provide employment on a full-time, part-time, casual or temporary basis
in accordance with the operational needs of the Shipyard. The classification,
remuneration and conditions of employment will be clearly stated to the Employee
at the commencement of their employment.
Cir transctev 15
SYDNEY FERRIES
Transdev Oyusey Fernes Balmal Shipyard firaties Staff Agreement 2023 continued anger this process 15.9. Ha peny alui engage m ( wholove action and gording the resul.don Forms of MIYOREY FARRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 15.2.1 Employees may appoint a representative of their own choosing when dealing with a dispute under the dispute settlement procedure set out in this clause 15.2.2 The Employer and the Employee shall respectively notify each other as soon as possible of any disagreement. All efforts will be made to resolve disagreements at the management and workplace Authorised Delegate level in the first instance. 15.2.3 If no agreement is reached with senior management within two (2) business days either party can refer the dispute to the/an agreed Facilitator, whereby it shall become the subject of an alternative dispute resolution process. 15.2.4 Should the matter remain unresolved, either of the parties or their representatives shall refer the dispute at first instance to FWC for review. FWC may exercise conciliation and/or arbitration powers in such reviews 15.3 The above steps shall not preclude the right of either party to refer a dispute to the FWC prior to commencing the process outlined in sub- clause 15.1.2. In these circumstances, the FWC shall retain its discretion to refer the parties to a Facilitator where the FWC considers that course is appropriate. 15.4 Pending completion of the procedure set out in this clause work shall continue without interruption. No party shall engage in provocative action and pending the resolution of the dispute the work practice that existed prior to any change being made (status quo) shall apply. The rights of the parties shall not be prejudiced by the fact that work has continued under this process. 15.5 The parties commit to expedite and not delay any of the steps outlined in this process. 15.6 No party shall engage in provocative action and pending the resolution of the dispute the work practice that existed prior to any change being made (status quo) shall apply. The rights of the parties shall not be prejudiced by the fact that work has continued under this process. 16. Forms of Employment TDSF will provide employment on a full-time, part-time, casual or temporary basis in accordance with the operational needs of the Shipyard. The classification, remuneration and conditions of employment will be clearly stated to the Employee at the commencement of their employment. transdev SYDNEY FERRIES 15
Tcansdev Sydney Feccies Balmain Shipyacd Trades Staff Agreement 2023 @
16.1 Permanent Full-Time Work
Permanent Full-Time Employees are engaged on an ongoing basis. TDSF
is committed to maximising full-time employment opportunities where
reasonably possible.
16.2 Permanent Part-Time Work
16.2.1 On request from an TDSF full-time Employee, TDSF may offer an
Employee part-time work. The Parties acknowledge that some TDSF
Employees may be interested in part-time work. TDSF acknowledges
this may satisfy TDSF's operational needs.
16.2.2 A change to Permanent Full-Time employment from Permanent Part
Time employment or vice versa will not constitute a break in continuity
of service.
16.2.3 Permanent Part-Time Employees are engaged on an ongoing basis
for a fewer number of hours per fortnight than Permanent Full-Time
Employees.
16.2.4 A part-time employee must be engaged and paid for a minimum of
4 consecutive hours per shilt.
Before commencing part-time employment, the employee and
employer must agree in writing on:
(a) the hours to be worked by the employee, the days on which they will be
worked and the starting and finishing times for the work; and
(b) the classification applying to the work to be performed in accordance with
Schedule A-Classification Structure and Definitions.
The terms of the agreement in clause 16.3.1 may be varied by
consent in writing.
The employer must retain a copy of any agreement or variation made
under clause 16.3.1 or 16.3.2 and provide a copy to the employee .
. ~ Except as otherwise provided in this award, a part-time employee
Cif transctev
must be paid for the hours agreed on in accordance with clauses 16.2.3
and 16.2.4.
16
SYDNEY FERRIES
Trepadoy Sydney Ferries Batiralny Shipyard Trades Staff Agreement 2523 16.3.2 Emnadey SYTHEY FERAJES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 16.1 Permanent Full-Time Work Permanent Full-Time Employees are engaged on an ongoing basis. TDSF is committed to maximising full-time employment opportunities where reasonably possible. 16.2 Permanent Part-Time Work 16.2.1 On request from an TDSF full-time Employee, TDSF may offer an Employee part-time work. The Parties acknowledge that some TDSF Employees may be interested in part-time work. TDSF acknowledges this may satisfy TDSF's operational needs. 16.2.2 A change to Permanent Full-Time employment from Permanent Part- Time employment or vice versa will not constitute a break in continuity of service. 16.2.3 Permanent Part-Time Employees are engaged on an ongoing basis for a fewer number of hours per fortnight than Permanent Full-Time Employees. 16.2.4 A part-time employee must be engaged and paid for a minimum of 4 consecutive hours per shift. Before commencing part-time employment, the employee and employer must agree in writing on: the hours to be worked by the employee, the days on which they will be worked and the starting and finishing times for the work; and (b) the classification applying to the work to be performed in accordance with Schedule A-Classification Structure and Definitions. The terms of the agreement in clause 16.3.1 may be varied by consent in writing. The employer must retain a copy of any agreement or variation made under clause 16.3.1 or 16.3.2 and provide a copy to the employee. Except as otherwise provided in this award, a part-time employee must be paid for the hours agreed on in accordance with clauses 16.2.3 and 16.2.4. & transdev SYDNEY FERRIES 16
Tcansdev Sydney Fecc;es Balma;n si,;pya,d Tcades Staff Agreement 2023 ©5
The terms of this award will apply pro rata to part-time employees
on the basis that ordinary weekly hours for full-time employees are 38 .
16: 6 A part-time employee who is required by the employer to work in
excess of the hours agreed under clauses 16.2.3 must be paid overtime
16.3 Casual Employment
16.3.1 A casual employee is one engaged and paid as such. A casual
employee for working ordinary time must be paid the hourly rate
prescribed by Annexure A for the work being performed, plus a casual
loading of 25 per cent. The casual loading constitutes part of the casual
employee's all-purpose rate.
16.4 Temporary Employment
16.4.1 Temporary Employees are engaged on a Full-Time or Part-Time basis
for a fixed term for up to 12 months. Temporary Employees support the
permanently employed workforce and may be engaged for a special or
specific project.
16.4.2 TDSF agrees to discuss proposal to temporary employment with
relevant workplace representatives.
16.4.3 For the period of their engagement, temporary Employees are
engaged on the same terms and conditions as a permanent full-time
Employee
16.5 Period of Probation
16.5.1 Probation for New Employees
16.5.2 All new Employees will be required to serve a six (6) month period of
probation.
16.5.3 If the Employer considers that the performance of the Employee was
not satisfactory during the initial probation period the Employer may, at
its discretion, extend the probation period by one (1) month.
16.5.4 At any time during the initial probation period or any extended
probation period, if the Employer considers that the performance of the
Employee is not satisfactory it may terminate the Employee's
employment at that time with one (1) weeks' notice (or payment in lieu).
17. Recruitment and Selection
17.1 TDSF Recruitment Policy is based on the core values of:
(a) Safety First;
(b) Excellent customer service; and
CiftransCWJ
SYDNEY FERRIES
17
Thanstay Sydney Ferries Balmain Shipyard Trades Staff Agraemisnt 2020 cegagod of the same terms and conditions as a perriers filledmie i muy malmin e bio Eroleyesw SYDIUEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 The terms of this award will apply pro rata to part-time employees on the basis that ordinary weekly hours for full-time employees are 38. 3 6 A part-time employee who is required by the employer to work in excess of the hours agreed under clauses 16.2.3 must be paid overtime 16.3 Casual Employment 16.3.1 A casual employee is one engaged and paid as such. A casual employee for working ordinary time must be paid the hourly rate prescribed by Annexure A for the work being performed, plus a casual loading of 25 per cent. The casual loading constitutes part of the casual employee's all-purpose rate. 16.4 Temporary Employment 16.4.1 Temporary Employees are engaged on a Full-Time or Part-Time basis for a fixed term for up to 12 months. Temporary Employees support the permanently employed workforce and may be engaged for a special or specific project. 16.4.2 TDSF agrees to discuss proposal to temporary employment with relevant workplace representatives. 16.4.3 For the period of their engagement, temporary Employees are engaged on the same terms and conditions as a permanent full-time Employee 16.5 Period of Probation 16.5.1 Probation for New Employees 16.5.2 All new Employees will be required to serve a six (6) month period of probation. 16.5.3 If the Employer considers that the performance of the Employee was not satisfactory during the initial probation period the Employer may, at its discretion, extend the probation period by one (1) month. 16.5.4 At any time during the initial probation period or any extended probation period, if the Employer considers that the performance of the Employee is not satisfactory it may terminate the Employee's employment at that time with one (1) weeks' notice (or payment in lieu). 17. Recruitment and Selection 17.1 TDSF Recruitment Policy is based on the core values of: (a) Safety First; (b) Excellent customer service; and transdev SYDNEY FERRIES 17
Tcaosdev Sydaey Fe,des Balmaln Shipyaro Tcades Staff Agneement 2023 @
( c) Mutual respect and teamwork
17 .2 TDSF is committed to recruiting the best person for the job through a
merit selection process.
17.3 Applicants for Employee positions, both internally and externally will
hold the relevant qualifications for the position.
18. Supplementary Labour
18.1 Before the employer engages supplementary labour to do work covered
by this agreement the business must consult with the relevant employee
representatives.
18.2 The business must provide in writing to the employee representative
prior to the engagement of any supplementary labour the following:
18.2. 1 the name of the supplementary labour company.
18.2 .2 the type of work to be given to the supplementary labour company.
18.2 .3 the number of persons and classifications to be engaged; and
18.2 .4 the Likely duration of the engagement. The engagement of
supplementary labour is to be used to support the existing full-time
employees in overcoming excessive workloads or skill shortages and not
to reduce the full-time workforce numbers.
18.3 The business can engage supplementary labour to perform work that
could be covered by this agreement, where it can demonstrate that its
existing full time employee workforce is fully utilised and / or there is a
specific skills shortage or specialization required.
18.4 Supplementary labour required to perform maintenance work may be
engaged for a period of, or cumulative period of up to twelve (12)
months and supplementary labour will not be placed into other roles to
avoid the operation of this 12-month maximum.
18.5 Upon completion of the twelve (12) month period the role or roles must
either be terminated or converted to full time positions.
18.6 Transdev Sydney Ferries will review the current contract arrangement
to ensure we do not default on the agreed terms and conditions, on
termination of the current contract/s . Transdev Sydney Ferries will
manage transition to ensure the above clause/details are managed into
the business in consultation with the delegates and unions.
18.7 On Transition to new agreed terms and conditions, supplementary
labour will be engaged at the current pay conditions set out in the EA
and additional applicable contract labour rate of pay (25%) above base
rate.
18.8 The above will be in accordance with NES and FWC standards
Cir transctev 18
SYDNEY FERRIES
Tenstley Sydney Femnes Balmele Shlayard fredes Ster Agreement 2023 SVONEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 (c) Mutual respect and teamwork 17.2 TDSF is committed to recruiting the best person for the job through a merit selection process. 17.3 Applicants for Employee positions, both internally and externally will hold the relevant qualifications for the position. 18. Supplementary Labour 18.1 Before the employer engages supplementary labour to do work covered by this agreement the business must consult with the relevant employee representatives. 18.2 The business must provide in writing to the employee representative prior to the engagement of any supplementary labour the following: 18.2.1 the name of the supplementary labour company. 18.2.2 the type of work to be given to the supplementary labour company. 18.2.3 the number of persons and classifications to be engaged; and 18.2.4 the Likely duration of the engagement. The engagement of supplementary labour is to be used to support the existing full-time employees in overcoming excessive workloads or skill shortages and not to reduce the full-time workforce numbers. 18.3 The business can engage supplementary labour to perform work that could be covered by this agreement, where it can demonstrate that its existing full time employee workforce is fully utilised and / or there is a specific skills shortage or specialization required. 18.4 Supplementary labour required to perform maintenance work may be engaged for a period of, or cumulative period of up to twelve (12) months and supplementary labour will not be placed into other roles to avoid the operation of this 12-month maximum. 18.5 Upon completion of the twelve (12) month period the role or roles must either be terminated or converted to full time positions. 18.6 Transdev Sydney Ferries will review the current contract arrangement to ensure we do not default on the agreed terms and conditions, on termination of the current contract/s. Transdev Sydney Ferries will manage transition to ensure the above clause/details are managed into the business in consultation with the delegates and unions. 18.7 On Transition to new agreed terms and conditions, supplementary labour will be engaged at the current pay conditions set out in the EA and additional applicable contract labour rate of pay (25%) above base rate. 18.8 The above will be in accordance with NES and FWC standards transdev SYDNEY FERRIES 18
Tcaosdev Sydaey Fe"ies Balmaia Shipya,d Tcades Staff Agceemeat 2023 @
18.9 If the parties cannot reach agreement on how conditions will be
packaged to give effect to this clause, the disagreement will be referred
to the Fair Work Commission for conciliation, and if needed, arbitration.
19. Higher Duties for Supervisors and Leading Hands
In the event TDSF requests by mutual agreement by a tradesperson to
undertake higher duties work as a Supervisor, or acting up leading hand the
tradesperson will be entitled to a additional 20% higher rate of pay in addition to
their wage for each whole day undertaken as a Supervisor. All overtime
undertaken during this higher duty period will be paid at the normal overtime rate
+20%
Acting in a Supervisor role may only occur for a minimum of one whole day or
multiple whole days.
19.1 Acting up Leading Hands may be appointed from time to time, as
required by TDSF.
19.2 Acting up Leading Hands may only be appointed where there is at least
one substantive Supervisor on duty and allocates a leading hand to a
particular Trade group or work location.
19.3 Acting up Leading hands will be appointed from the highest
Tradesperson classification level or the next level below, where
appropriate or necessary
19.4 Employees allocated as. Acting up Leading Hands will be paid a 10%
loading in addition to their wage for each hour (not less than one hour)
undertaken as a leading hand
19.5 Acting up Leading hands will undertake work as reasonably directed by
the Supervisor, including but not limited to the following:
• Allocation of work to staff
• Creation and tracking of work orders in system (Infor)
• Ordering of parts
• Basic on the job management of staff with Supervisor oversight
20. Payment of Wages/Salaries
20.1 Employees will be paid on a fortnightly basis by electronic funds transfer
to a financial institution of the Employee's choice.
20.2 Accurate pay advice and information regarding all accrued entitlements
to the Employees will be issued on a regular basis. All leave entitlements
will be contained in Employees pay slips.
20.3 TDSF provides its Employees with regular and direct deductions
(including union deductions) from an Employee's net salary on authority
Cir transctev 19
SYDNEY FERRIES
Transdev Sydney Ferries Bolmath Shipyard Trades Staff Agreement 2023 2 tha ir Work Comme's y 5. Mortale higher ailles ware Mi o Papeltheos, ur actos in Sat y hare the 19.2 Meting up Leacho Funds may only be appointed wenn there Is at leepr Will be contained in Emploesss ply Mipre
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 0 18.9 If the parties cannot reach agreement on how conditions will be packaged to give effect to this clause, the disagreement will be referred to the Fair Work Commission for conciliation, and if needed, arbitration. 19. Higher Duties for Supervisors and Leading Hands In the event TDSF requests by mutual agreement by a tradesperson to undertake higher duties work as a Supervisor, or acting up leading hand the tradesperson will be entitled to a additional 20% higher rate of pay in addition to their wage for each whole day undertaken as a Supervisor. All overtime undertaken during this higher duty period will be paid at the normal overtime rate +20% Acting in a Supervisor role may only occur for a minimum of one whole day or multiple whole days. 19.1 Acting up Leading Hands may be appointed from time to time, as required by TDSF. 19.2 Acting up Leading Hands may only be appointed where there is at least one substantive Supervisor on duty and allocates a leading hand to a particular Trade group or work location. 19.3 Acting up Leading hands will be appointed from the highest Tradesperson classification level or the next level below, where appropriate or necessary 19.4 Employees allocated as, Acting up Leading Hands will be paid a 10% loading in addition to their wage for each hour (not less than one hour) undertaken as a leading hand 19.5 Acting up Leading hands will undertake work as reasonably directed by the Supervisor, including but not limited to the following: Allocation of work to staff Creation and tracking of work orders in systern (Infor) Ordering of parts Basic on the job management of staff with Supervisor oversight 20 Payment of Wages/Salaries 20.1 Employees will be paid on a fortnightly basis by electronic funds transfer to a financial institution of the Employee's choice. 20.2 Accurate pay advice and information regarding all accrued entitlements to the Employees will be issued on a regular basis. All leave entitlements will be contained in Employees pay slips. 20.3 TDSF provides its Employees with regular and direct deductions (including union deductions) from an Employee's net salary on authority transdev SYDNEY FERRIES 19
Tcansdev Sydney Feffies Balma,n Shipya,d Tcades Staff Agceement 2023 {W
20.4 A one-off payment in the off cycle pay run or as agreed by the parties
will be processed for staff who have missed a full shift payment in their
pay run.
20.5 A payslip/notice showing the full details of employees pay as per the
FWC required standards will be displayed on the payslips of the
employees this will be provided with each payment of wages.
21. Remuneration
21.1 Balmain Shipyard Employees Classification and Salary is set out in
Annexure A to this Agreement.
21.2 A newly employed person to a particular classification may be assessed
as eligible to be appointed to a level above the entry level of that
classification based on their skills, experience, and other labour market
considerations.
21 .3 A newly employed employee will be assessed at the end of their six
months' probation, in which the company can move the employee above
their entry level pay grade to a higher classification but not limited to
one level above the entry level
21.4 An Employees' salary structure in this Agreement includes a
classification structure with a number of levels and salary points.
21.5 An Employee's position in the structure will be reviewed on an annual
basis, on their anniversary date, through a performance review process
set out in this clause and in the Performance Management clause
21.6 The annual review is not limited to moving up one level
21.7 An Employee's grading will not be reduced as a result of this Annual
Review Process.
21.8 An Employee will progress through the relevant levels for their
classification:
(a) If they have completed the training required of the level they are
being considered for or have acquired the same skills and have
proven they are able to apply those skills on the job and
(b) If their performance and conduct have been satisfactory
21.9 The training and skill requirements of each level are outlined in the level
descriptions at Annexure A of this agreement and the associated training
requirements of each level are determined through the training
committee
21.lOif there is a disagreement regarding the outcome of an annual review
for the purpose of progression, it may be appealed by the employee to
the General Manager People and Culture who will, after consideration of
the reasons for appeal, issue an outcome in writing.
Cir transdev 20
SYDNEY FERRIES
Facadey Sydney Ferries Bomala Shipyard Trades Scaff Agreement 2043 (han level above the day level (a) 4 boy heve sawvites the training recubrad of the javel niey pre SYDNEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 20.4 A one-off payment in the off cycle pay run or as agreed by the parties will be processed for staff who have missed a full shift payment in their pay run. 20.5 A payslip/notice showing the full details of employees pay as per the FWC required standards will be displayed on the payslips of the employees this will be provided with each payment of wages. 21. Remuneration 21.1 Balmain Shipyard Employees Classification and Salary is set out in Annexure A to this Agreement. 21.2 A newly employed person to a particular classification may be assessed as eligible to be appointed to a level above the entry level of that classification based on their skills, experience, and other labour market considerations. 21.3 A newly employed employee will be assessed at the end of their six months' probation, in which the company can move the employee above their entry level pay grade to a higher classification but not limited to one level above the entry level 21.4 An Employees' salary structure in this Agreement includes a classification structure with a number of levels and salary points. 21.5 An Employee's position in the structure will be reviewed on an annual basis, on their anniversary date, through a performance review process set out in this clause and in the Performance Management clause 21.6 The annual review is not limited to moving up one level 21.7 An Employee's grading will not be reduced as a result of this Annual Review Process. 21.8 An Employee will progress through the relevant levels for their classification: (a) If they have completed the training required of the level they are being considered for or have acquired the same skills and have proven they are able to apply those skills on the job and (b) If their performance and conduct have been satisfactory 21.9 The training and skill requirements of each level are outlined in the level descriptions at Annexure A of this agreement and the associated training requirements of each level are determined through the training committee 21.10If there is a disagreement regarding the outcome of an annual review for the purpose of progression, it may be appealed by the employee to the General Manager People and Culture who will, after consideration of the reasons for appeal, issue an outcome in writing. transdev SYDNEY FERRIES 20
Tcansdev Sydney Ferries Balmain Shipyacd Tcades Staff Agceement 2023 @
21.11 Recognition of Prior Learning (RPL) will be supported by the employer if
the employee obtains skills and knowledge through a formal training,
work experience and this is recognised and confirmed by an external
RTO.
21 .12The employee who is a Senior Assistant Trade Level 8 may progress to
Level 9 ONLY of the trades Classification if all necessary skills are
obtained and recognised by a RTO for the trade level and the employer
is satisfied with the qualifications acquired as an RPL.
22. Employee Salary Increases
Annexure A to this agreement sets out the increases to Employees' salaries for
the duration of this Agreement.
23. Salary Sacrifice
23.1 Permanent Employees may elect to salary sacrifice their pre-tax based
salary subject to complying with Australian taxation legislation,
Australian Taxation Office Rulings and TDSF administrative procedures.
23.2 A permanent Employee is required to seek expert financial advice before
applying for salary sacrifice arrangements. TDSF is not responsible in
any way for the Employees salary sacrifice arrangements.
23.3 An Employee is liable for any payment of any fringe benefits tax
attracted by TDSF due to the Employee's salary sacrifice arrangement.
24. Allowances
Employees are entitled to the payment of allowances, in addition to their wages
and salaries, as set out in Annexure B to this Agreement.
24.1 Industry Allowance
24.1.1 Full Time Permanent Employees are entitled to be paid an Industry
Allowance. This amount will increase in line with annual increases under
this Agreement.
24.1.2 The Industry Allowance requires Employees to comply with the
Dispute Settlement Procedure. In the event Employees fail to comply
with the procedure TDSF may remove the allowance.
25. Hours of Work
25.1 TDSF business hours are 24 hours per day, 7 days per week, 365 days
per year.
25.2 Employees will work 8 ordinary hours of work per day excluding meal
breaks.
25.3 Employees will be provided with 15 minutes prior to the end of the shift
for wash-up.
Cir transctev 21
SYDNEY FERRIES
Transdev Sydney Fortes Balham Shipyard Trades Steff Agreement 3025 Level 9 ONLY mi the trades Cesshowdigo if all necessary kar gie 3 altried with the que hortons suurred &# an NPL 34. A lawences MLL.2 The Industry Allowance requPes OnMoyen to coln ST OKEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 21.11 Recognition of Prior Learning (RPL) will be supported by the employer if the employee obtains skills and knowledge through a formal training, work experience and this is recognised and confirmed by an external RTO. 21.12The employee who is a Senior Assistant Trade Level 8 may progress to Level 9 ONLY of the trades Classification if all necessary skills are obtained and recognised by a RTO for the trade level and the employer is satisfied with the qualifications acquired as an RPL. 22. Employee Salary Increases Annexure A to this agreement sets out the increases to Employees' salaries for the duration of this Agreement. 23. Salary Sacrifice 23.1 Permanent Employees may elect to salary sacrifice their pre-tax based salary subject to complying with Australian taxation legislation, Australian Taxation Office Rulings and TDSF administrative procedures. 23.2 A permanent Employee is required to seek expert financial advice before applying for salary sacrifice arrangements. TDSF is not responsible in any way for the Employees salary sacrifice arrangements. 23.3 An Employee is liable for any payment of any fringe benefits tax attracted by TDSF due to the Employee's salary sacrifice arrangement. 24 Allowances Employees are entitled to the payment of allowances, in addition to their wages and salaries, as set out in Annexure B to this Agreement. 24.1 Industry Allowance 24.1.1 Full Time Permanent Employees are entitled to be paid an Industry Allowance. This amount will increase in line with annual Increases under this Agreement. 24.1.2 The Industry Allowance requires Employees to comply with the Dispute Settlement Procedure. In the event Employees fail to comply with the procedure TDSF may remove the allowance. 25. Hours of Work 25.1 TDSF business hours are 24 hours per day, 7 days per week, 365 days per year. 25.2 Employees will work 8 ordinary hours of work per day excluding meal breaks. 25.3 Employees will be provided with 15 minutes prior to the end of the shift for wash-up. transdev SYDNEY FERRIES 21
Tcaosdev Sydoey Fecr;es Baima;, Sh;pyam Tcades Staff Agreemeot 2023 @
25.4 The ordinary hours for Employees, other than Employees working at
Circular Quay and other wharves will commence at 07 :00 and finish at
15:30 each day unless the ordinary hours are changed by mutual
agreement.
25.5 Ordinary hours for Employees working at Circular Quay and other
wharves agreed mutually by both parties are between 05:00 to 20:30
unless changed by mutual agreement.
25.6 Except for night shift, ordinary hours of work for Employees will begin
on Monday and end on Friday each week unless the ordinary hours are
changed by mutual agreement.
25.7 Hours of work comprise 38 hours per week. An additional 2 hours per
week will be worked in order to accrue one (1) ADO per 4 week cycle.
Up to 6 ADOs may be banked and taken by agreement between TDSF
and the Employee.
25.8 In addition to the hours prescribed above, a stand-alone night shift from
21:00 to 05:00 may be rostered and paid for in accordance with this
25.9 Apprentices will not be required to work after 18:00.
25.10 BSY Apprentices will work Monday to Friday as per current start and
finish time (7am- 3:30pm)
25. 11Afternoon shift loading
25.11.1
25.11.2
An afternoon shift is a shift that:
(1) begins before 21:00; and
(2) ends after 18:00, and at or before midnight.
Employees working afternoon shift will be paid a shift loading of
15 per cent.
25.12Night shift loadings:
25.12.1 An Employee working a night shift commencing at or after 21 :00 will
be paid a shift loading of 35 per cent.
25.12.2 An Employee who works on a night shift which does not continue for
at least five successive night shifts must be paid for each shift 50 per
cent extra for the first three hours and 100% extra for the remaining
hours.
25.12.3 TDSF will provide as much notice as possible to the employee prior
to commencing night shift.
C if transdeJ 22
SYDNEY FERRIES
Transdev Sydney Ferries Balraun Enloyare Trades Statt Agreement 2023 25.22 Niglit shift emos RYONGY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 25.4 The ordinary hours for Employees, other than Employees working at Circular Quay and other wharves will commence at 07:00 and finish at 15:30 each day unless the ordinary hours are changed by mutual agreement. 25.5 Ordinary hours for Employees working at Circular Quay and other wharves agreed mutually by both parties are between 05:00 to 20:30 unless changed by mutual agreement. 25.6 Except for night shift, ordinary hours of work for Employees will begin on Monday and end on Friday each week unless the ordinary hours are changed by mutual agreement. 25.7 Hours of work comprise 38 hours per week. An additional 2 hours per week will be worked in order to accrue one (1) ADO per 4 week cycle. Up to 6 ADOs may be banked and taken by agreement between TDSF and the Employee. 25.8 In addition to the hours prescribed above, a stand-alone night shift from 21:00 to 05:00 may be rostered and paid for in accordance with this 25.9 Apprentices will not be required to work after 18:00. 25.10 BSY Apprentices will work Monday to Friday as per current start and finish time (7am- 3:30pm) 25.11 Afternoon shift loading 25.11.1 An afternoon shift is a shift that: (1) begins before 21:00; and (2) ends after 18:00, and at or before midnight. 25.11.2 Employees working afternoon shift will be paid a shift loading of 15 per cent. 25.12 Night shift loadings: 25.12.1 An Employee working a night shift commencing at or after 21:00 will be paid a shift loading of 35 per cent. 25.12.2 An Employee who works on a night shift which does not continue for at least five successive night shifts must be paid for each shift 50 per cent extra for the first three hours and 100% extra for the remaining hours. 25.12.3 TDSF will provide as much notice as possible to the employee prior to commencing night shift. transdev SYDNEY FERRIES 22
Tcansdev Sydney Ferries Baima In Shlpyacd Tcades Staff Agceement 2023 {ij}
25.13Night shift penalties :
25.13.1 For a shift commencing at or after 21:00 on Sunday the Employee
will be paid for at double time for the ordinary hours before midnight
and at the appropriate shift loading for ordinary hours worked on
Monday.
25.13.2 For a shift commencing at or after 21 :00 on Friday the Employee will
be paid the appropriate shift loading for the hours before midnight, and
paid time-and-a-half for ordinary hours worked on Saturday.
25.13.3 For a shift commencing at or after 21:00 on the day before a public
holiday the Employee will be paid the appropriate shift loading for the
hours before midnight and paid double-time-and-a-half for ordinary
hours worked on the public holiday.
25.13.4 For a shift commencing at or after 21:00 on a public holiday the
Employee will be paid double-time-and-a-half for ordinary hours worked
on the public holiday, and the appropriate shift loading for the hours
after midnight.
25.14 Employees will not be placed onto a permanent, rotating, ongoing/or
long-term shift unless it is agreed to by the employee and management
prior to seeking agreement, the employer must provide at least 14 days
written notice to the employee of the request for the agreement.
25.15Annexure D - Night Shift Roster Table sets out the usual roster.
26. Accrued Day Off
26.1 This clause only applies to employees who are working a roster
arrangement which provides for the accrual of an ADO each 4-week
cycle.
26.2 Unless alternative arrangements are agreed to in advance ADOs will be
cleared by rostering Employees off work on various days of the week
during each monthly cycle so that each Employee has a regular day off
duty when working in accordance with an average weekly hour's system.
26.3 The ADO roster will be consulted with and agreed on with the
Consultative committee 8 weeks in advance and communicated to all
the relevant employees.
26.4 Accrual of ADO An employee will accrue 0.4 of one hour of each day
towards an ADO for any annual leave, long service leave, paid
personal/carer's leave, workers compensation leave, paid compensation
leave, paid training leave or jury duty services or are absent on a public
holiday will accrue hrs towards ADO's. For any part-day of leave or public
holiday then it will accrue on a pro-rata basis for the number of ordinary
hours worked on that day.
Cir transCWJ 23
SYDNEY FERRIES
Transdev Sydney Felles Balizalh Shipyard "redes Staff Agreement 2023 #VONITY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 25.13 Night shift penalties: 25.13.1 For a shift commencing at or after 21:00 on Sunday the Employee will be paid for at double time for the ordinary hours before midnight and at the appropriate shift loading for ordinary hours worked on Monday. 25.13.2 For a shift commencing at or after 21:00 on Friday the Employee will be paid the appropriate shift loading for the hours before midnight, and paid time-and-a-half for ordinary hours worked on Saturday. 25.13.3 For a shift commencing at or after 21:00 on the day before a public holiday the Employee will be paid the appropriate shift loading for the hours before midnight and paid double-time-and-a-half for ordinary hours worked on the public holiday. 25.13.4 For a shift commencing at or after 21:00 on a public holiday the Employee will be paid double-time-and-a-half for ordinary hours worked on the public holiday, and the appropriate shift loading for the hours after midnight. 25.14Employees will not be placed onto a permanent, rotating, ongoing/or long-term shift unless it is agreed to by the employee and management prior to seeking agreement, the employer must provide at least 14 days written notice to the employee of the request for the agreement. 25.15Annexure D - Night Shift Roster Table sets out the usual roster. 26 Accrued Day Off 26.1 This clause only applies to employees who are working a roster arrangement which provides for the accrual of an ADO each 4-week cycle. 26.2 Unless alternative arrangements are agreed to in advance ADOs will be cleared by rostering Employees off work on various days of the week during each monthly cycle so that each Employee has a regular day off duty when working in accordance with an average weekly hour's system. 26.3 The ADO roster will be consulted with and agreed on with the Consultative committee 8 weeks in advance and communicated to all the relevant employees. 26.4 Accrual of ADO An employee will accrue 0.4 of one hour of each day towards an ADO for any annual leave, long service leave, paid personal/carer's leave, workers compensation leave, paid compensation leave, paid training leave or jury duty services or are absent on a public holiday will accrue hrs towards ADO's. For any part-day of leave or public holiday then it will accrue on a pro-rata basis for the number of ordinary hours worked on that day. transdev SYDNEY FERRIES 23
Tcansdev Sydney Fe,ries Balma;n Sh;pya,d T,ades Staff Agceement 2023 @
26.5 ADO hrs. will not accrue when the staff is on an ADO or unpaid leave
26.6 Where work requirements preclude Employees from clearing an ADO in
accordance with the above, and where mutual Agreement is reached,
Employees shall be entitled to accumulate up to a maximum of 6 ADOs
to be cleared either singularly or in a "block" at the discretion of the
Employer. Requests by Employees to clear ADOs in a block will not be
unreasonably refused by the Employer subject to genuine business and
operational requirements.
26. 7 ADO's Accrued prior to the commencement of this agreement are not
included in the maximum number of ADOs permitted to accumulate.
Working an ADO
26.8 An Employee who works on an ADO shall be provided with an agreed
day off in lieu in the same cycle or the following cycle. The day is to be
determined before the ADO is worked.
26.9 Where the necessity to work an ADO is a result of an 'emergency' the
agreement as to a day off in lieu may be reached subsequent to the
working but is to be in the same or following cycle.
26.lOif the Employer is unable to provide a day off in lieu then normal
overtime rates shall apply.
27. Rest Breaks
27.1 In the interest of Employee safety and fatigue management Employees
will adhere to rest breaks set out in this sub-clause.
27.2 Each Employee will be entitled to a paid break of 10 minutes free of work
in each shift, to be taken after the first 2 hours of the shift, unless
otherwise agreed by the employee and employer.
27.3 Each Employee will be entitled to an unpaid meal break of 30 minutes
free of work in each shift, to be taken no earlier than 5 hours from
commencement and no later than 5 and a half hours from
commencement, unless otherwise agreed by the employee and
employer.
27.4 Each Employee will be allowed 5 minutes wash up time prior to
commencing the paid and unpaid meal breaks.
27.5 An Employee will have a clear break of 10 hours between the
commencement and completion of a shift unless otherwise agreed
between the Employee and TDSF.
27 .6 Where an Employee is required to work overtime hours, the Employee
will be entitled to additional breaks of 20 minutes for each additional
four hours of overtime worked.
Cir transcleJ 24
SYDNEY FERRIES
Teaudey Sydney Teares Balmain Shipyard Trades Glatt Agreement 2023 27 SVE MEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 26.5 ADO hrs. will not accrue when the staff is on an ADO or unpaid leave 26.6 Where work requirements preclude Employees from clearing an ADO in accordance with the above, and where mutual Agreement is reached, Employees shall be entitled to accumulate up to a maximum of 6 ADOs to be cleared either singularly or in a "block" at the discretion of the Employer. Requests by Employees to clear ADOs in a block will not be unreasonably refused by the Employer subject to genuine business and operational requirements. 26.7 ADO's Accrued prior to the commencement of this agreement are not included in the maximum number of ADOs permitted to accumulate. Working an ADO 26.8 An Employee who works on an ADO shall be provided with an agreed day off in lieu in the same cycle or the following cycle. The day is to be determined before the ADO is worked. 26.9 Where the necessity to work an ADO is a result of an 'emergency' the agreement as to a day off in lieu may be reached subsequent to the working but is to be in the same or following cycle. 26.10If the Employer is unable to provide a day off in lieu then normal overtime rates shall apply. 27. Rest Breaks 27.1 In the interest of Employee safety and fatigue management Employees will adhere to rest breaks set out in this sub-clause. 27.2 Each Employee will be entitled to a paid break of 10 minutes free of work in each shift, to be taken after the first 2 hours of the shift, unless otherwise agreed by the employee and employer. 27.3 Each Employee will be entitled to an unpaid meal break of 30 minutes free of work in each shift, to be taken no earlier than 5 hours from commencement and no later than 5 and a half hours from commencement, unless otherwise agreed by the employee and employer. 27.4 Each Employee will be allowed 5 minutes wash up time prior to commencing the paid and unpaid meal breaks. 27.5 An Employee will have a clear break of 10 hours between the commencement and completion of a shift unless otherwise agreed between the Employee and TDSF. 27.6 Where an Employee is required to work overtime hours, the Employee will be entitled to additional breaks of 20 minutes for each additional four hours of overtime worked. transdev SYDNEY FERRIES 24
Transdev Sydney Fwles Balmaln Shlpyacd Tcades Staff Agreement 2023 @
28. Overtime
28.1 TDSF may require the Employee to work reasonable overtime.
28.2 Employees are required to work reasonable overtime as requested.
28.3 Where an Employee undertakes additional work to their ordinary hours
of work the Employee who agrees to undertake the work will be paid at
overtime rates for the additional time worked.
28.4 Overtime rates for Employees undertaking additional work are double
time.
28.5 Where an Employee does not have a clear 10 hour break between the
commencement and completion of a shift the Employee will be paid
overtime at the rate of double time until the Employee receives a 10
hour break. In the event an Employee commences work late to ensure
a 10-hour break between shifts he/she will not be penalised for working
less ordinary hours than those set out in their roster.
29 . Penalties
29.1 Saturdays
Work on a Saturday will be paid at overtime rate of double time. The
minimum hours for overtime work on a Saturday will be 6 (six)hours.
29.2 Sundays
Each Permanent Full-time Employee is entitled to be paid a penalty rate
of double time for work on Sundays. The minimum call for work on a
Sunday will be 6 hours.
29.3 Call Out
An Employee called out to work overtime without prior notice will be paid
at overtime rates of double time. The minimum call for a Call Out without
prior notice will be 6 (six) hours.
Public Holiday call out will be paid at 6 hours minimum at Public Holiday
Rate of Pay(Triple Time)
30. Public Holidays
30.1 The following days are Public Holidays; New Year's Day, Australia Day,
Good Friday, Easter Saturday, Easter Monday, ANZAC Day, Queens
Birthday, Labour Day, Christmas Day, Boxing Day and other days
proclaimed as Public Holidays in New South Wales.
30.2 In Lieu of Bank Holiday the company will provide an additional annual 1
(one) day to the employee and including A/L loading for this day. The
accrual date is on the first Monday of August each year.
Cir transctev 25
SYDNEY FERRIES
Transdev bydary Fontes Gaimall Sinpyard Trades Staff Agreement 2021 28.5 Whers an Emptyes doos noe itive a clear , 0 hours break between dre hoes break orthe event an Employee commiwness Work Lene to ensure ainenum hours for overime whrson's _ indly will tae S jut WY'ONLY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 28. Overtime 28.1 TDSF may require the Employee to work reasonable overtime. 28.2 Employees are required to work reasonable overtime as requested. 28.3 Where an Employee undertakes additional work to their ordinary hours of work the Employee who agrees to undertake the work will be paid at overtime rates for the additional time worked. 28.4 Overtime rates for Employees undertaking additional work are double time. 28.5 Where an Employee does not have a clear 10 hour break between the commencement and completion of a shift the Employee will be paid overtime at the rate of double time until the Employee receives a 10 hour break. In the event an Employee commences work late to ensure a 10-hour break between shifts he/she will not be penalised for working less ordinary hours than those set out in their roster. 29. Penalties 29.1 Saturdays Work on a Saturday will be paid at overtime rate of double time. The minimum hours for overtime work on a Saturday will be 6 (six)hours. 29.2 Sundays Each Permanent Full-time Employee is entitled to be paid a penalty rate of double time for work on Sundays. The minimum call for work on a Sunday will be 6 hours. 29.3 Call Out An Employee called out to work overtime without prior notice will be paid at overtime rates of double time. The minimum call for a Call Out without prior notice will be 6 (six) hours. Public Holiday call out will be paid at 6 hours minimum at Public Holiday Rate of Pay(Triple Time) 30. Public Holidays 30.1 The following days are Public Holidays; New Year's Day, Australia Day, Good Friday, Easter Saturday, Easter Monday, ANZAC Day, Queens Birthday, Labour Day, Christmas Day, Boxing Day and other days proclaimed as Public Holidays in New South Wales. 30.2 In Lieu of Bank Holiday the company will provide an additional annual 1 (one) day to the employee and including A/L loading for this day. The accrual date is on the first Monday of August each year. transdev SYDNEY FERRIES 25
Traosdev Sydney Feccies Balmaln Shipya,d Tcades Staff Agreement 2023 @
30.3 Where the employer requires coverage on a public holiday, it will make
a request in advance, from a suitably qualified employee for the work
required.
30.4 The employee who is requested to work on a public holiday may refuse
the request if the request is not reasonable, or the employee has a
reasonable basis for refusing to work.
30.5 Before requiring the employee to work on the public holiday, TDSF will
offer or request the same work to other suitably qualified employees.
30.6 Employees who work on Public Holidays will be paid at the penalty rate
of triple time or at double time and a day in Lieu.
30.7 Employees who work on a public holiday will undertake duties as lawfully
and reasonably directed . If the relevant employee is legitimately unable
to perform such tasks, they must advise their Supervisor prior to the
overtime offered being accepted and they will be considered unable to
perform the overtime offered.
31. Leave Entitlements
Annual Leave
31.1 All Permanent Full-Time Employees are entitled to 25 days annual leave
for each year of service.
31.2 All Permanent Part-Time Employees are entitled to the equivalent of pro
rata annual leave depending on the work undertaken during each year.
31.3 All Temporary Full-Time Employees accrue an entitlement to pro rata
annual leave.
31.4 All Employees will be required to take their annual leave each year
unless authorised by TDSF to accrue such leave. Employees are
encouraged not to accrue entitlements for annual leave beyond 40 days.
Annual Leave Loading
31.5 Annual leave loading is a payment for not working, to compensate you
during a period of annual leave for any loss of earnings aside from
ordinary hours, such as a lost opportunity to work and earn overtime
while on leave.
31.6 Employees are entitled to an annual leave load of 17.5% during a period
of annual leave
31.7 An employee who would have worked on night shift had they not been
on annual leave must be paid the shift loading including relevant
weekend penalty rates, in lieu of 17 .5%.
Cir transctev 26
SYDNEY FERRIES
Transney Svéary Ferries Balmain Shipya !! Traves Staff Agranmert 3177 weekend pensey was. o l'ou df 17.59. SVICHEY TERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 30.3 Where the employer requires coverage on a public holiday, it will make a request in advance, from a suitably qualified employee for the work required. 30.4 The employee who is requested to work on a public holiday may refuse the request if the request is not reasonable, or the employee has a reasonable basis for refusing to work. 30.5 Before requiring the employee to work on the public holiday, TDSF will offer or request the same work to other suitably qualified employees. 30.6 Employees who work on Public Holidays will be paid at the penalty rate of triple time or at double time and a day in Lieu. 30.7 Employees who work on a public holiday will undertake duties as lawfully and reasonably directed. If the relevant employee is legitimately unable to perform such tasks, they must advise their Supervisor prior to the overtime offered being accepted and they will be considered unable to perform the overtime offered. 31. Leave Entitlements Annual Leave 31.1 All Permanent: Full-Time Employees are entitled to 25 days annual leave for each year of service. 31.2 All Permanent Part-Time Employees are entitled to the equivalent of pro rata annual leave depending on the work undertaken during each year. 31.3 All Temporary Full-Time Employees accrue an entitlement to pro rata annual leave. 31.4 All Employees will be required to take their annual leave each year unless authorised by TDSF to accrue such leave. Employees are encouraged not to accrue entitlements for annual leave beyond 40 days. Annual Leave Loading 31.5 Annual leave loading is a payment for not working, to compensate you during a period of annual leave for any loss of earnings aside from ordinary hours, such as a lost opportunity to work and earn overtime while on leave. 31.6 Employees are entitled to an annual leave load of 17.5% during a period of annual leave 31.7 An employee who would have worked on night shift had they not been on annual leave must be paid the shift loading including relevant weekend penalty rates, in lieu of 17.5%. transdev SYDNEY FERRIES 26
Tcaosdev Sydoey Feccles Balmaio Shipyacd Tcades Staff Agceemeot 2023 @
32. Long Service Leave
32.1 Long service leave is available to an Employee after completing 7 years
of recognised service.
32.2 Full-Time Employees accrue long service leave as follows:
a) 10 years' service: 2 months leave;
b) After 10 years of service: 15 calendar days per year for each
additional year of service.
c) 7 years' service: pro rata amount (1.4 months or 5.6 weeks)
32.3 Employees with 7 years' service but not more than 10 years' service
may only apply for a minimum of 1 week of long service leave unless
special approval is granted by the General Manager Assets.
32.4 All requests for long service leave are subject to approval by TDSF.
33. Personal /Carer's Leave
33.1 Employees accrue 114 hours personal /carer's leave for each year of
service which accrues progressively during the year, and untaken leave
accumulates from year to year.
33.2 Part-time Employees' personal /carer's leave accrues progressively
during a year of service at pro rata rates on the basis of the Employee's
ordinary hours set out in their part-time work agreement.
33.3 All periods of paid personal /carers leave count as service for all
purposes.
33.4 The Managing Director may approve paid personal /carers leave in
addition to the entitlement set out in this agreement.
33.5 Personal /carers leave may be granted in the following circumstances:
(a) Sick leave: where the Employee is ill or injured; or
(b) Carer's leave: to provide care or support to a member of the
Employee's immediate family, or a member of the Employee's
household, who requires care or support because of:
(i) a personal illness, or injury, of the member; or
(ii) an unexpected emergency affecting the member.
33.6 If an Employee takes ill or is injured whilst on annual or long service
leave, the number of days of incapacity shall be re-credited, provided
that:
Cir transruw
(a) The incapacity is promptly reported to TDSF (within 7 days); and
(b) The Employee submits a medical certificate to the effect that due to
the nature of their incapacity or illness the Employee would be unable
to perform their normal duties.
27
SYDNEY FERRIES
Transtey Ariver Ferries Batman Shipyard Trades Staff Agreement 2023 OF Afer 10 years of sendes: 35 bepencer deys abr year SYDNEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 32. Long Service Leave 32.1 Long service leave is available to an Employee after completing 7 years of recognised service. 32.2 Full-Time Employees accrue long service leave as follows: a) 10 years' service: 2 months leave; b) After 10 years of service: 15 calendar days per year for each additional year of service. c) 7 years' service: pro rata amount (1.4 months or 5.6 weeks) 32.3 Employees with 7 years' service but not more than 10 years' service may only apply for a minimum of 1 week of long service leave unless special approval is granted by the General Manager Assets. 32.4 All requests for long service leave are subject to approval by TDSF. 33 Personal /Carer's Leave 33.1 Employees accrue 114 hours personal /carer's leave for each year of service which accrues progressively during the year, and untaken leave accumulates from year to year. 33.2 Part-time Employees' personal /carer's leave accrues progressively during a year of service at pro rata rates on the basis of the Employee's ordinary hours set out in their part-time work agreement. 33.3 All periods of paid personal /carers leave count as service for all purposes. 33.4 The Managing Director may approve paid personal /carers leave in addition to the entitlement set out in this agreement. 33.5 Personal /carers leave may be granted in the following circumstances: (a) Sick leave: where the Employee is ill or injured; or (b) Carer's leave: to provide care or support to a member of the Employee's immediate family, or a member of the Employee's household, who requires care or support because of: (i) a personal illness, or injury, of the member; or (ii) an unexpected emergency affecting the member. 33.6 If an Employee takes ill or is injured whilst on annual or long service leave, the number of days of incapacity shall be re-credited, provided that: (a) The incapacity is promptly reported to TDSF (within 7 days); and (b) The Employee submits a medical certificate to the effect that due to the nature of their incapacity or illness the Employee would be unable to perform their normal duties. Ef transdev SYDNEY FERRIES 27
Tcaosdev Sydney Fecc;es Balma;n sh;pyacd Tcades Staff Agceement 2023 @
33. 7 Employees' accrued sick leave at the commencement of the Agreement
is preserved.
34. Personal /Carer's Leave Documentary Requirements
34.1 An Employee applying for paid personal /carers or unpaid carers leave
must provide TDSF with a medical certificate or statutory declaration
attached to the Leave Application Form in the following circumstances:
(a) Any absence due to personal illness or injury immediately before or
after an Additional Day off (ADO); a Rostered Day Off (RDO) or a
Public Holiday.
(b) Any such absence for longer than 3 consecutive days;
(c) Any absence during the first month of employment:
( d) For every application for paid personal leave after an Employee has
taken 6 individual leave days;
( e) On every occasion where an Employee has exhausted all accrued
entitlements to paid personal/carers Leave;
(f) Where TDSF is concerned that an Employee is not fit to undertake
their role; or
(g) As a result of a Personal Leave Review.
34.2 Employees must provide to the Employer a suitable form of evidence in
accordance with the Employer's procedures for any Personal Leave,
paid/Unpaid Carer's Leave or Bereavement Leave that they take. E.g.
medical certificate if the employee's child is sick or a Death Certificate
for Bereavement
35. Compassionate Leave
35.1 Subject to TDSF approval which requires an Employee provide TDSF with
appropriate evidence an Employee is entitled to:
Cir transdeJ
(a) two days paid compassionate leave on each occasion where a
member of an Employee's immediate family or household suffers an
injury, or contracts or develops a personal illness, which poses a
serious threat to their life, or a child is stillborn (where the child would
have been a member of the employee's immediate family or
household) or an employee or the employee's spouse or de facto
partner has a miscarriage; or
(b) reasonable paid compassionate leave of at least two days after the
death of a member of an Employee's family or household or a close
friend and
(c) access to accrued personal leave in circumstances where the above
entitlements are not sufficient and where reasonable evidence is
provided, in accordance with the Employer's procedures for any
Personal Leave
28
SYDNEY FERRIES
Transdev Sydney Ferries Galnain Shipyard Dades Staff Agreener : 2023 DO Teunemine pold cons transday SYDNEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 33.7 Employees" accrued sick leave at the commencement of the Agreement is preserved. 34. Personal /Carer's Leave Documentary Requirements 34.1 An Employee applying for paid personal /carers or unpaid carers leave must provide TDSF with a medical certificate or statutory declaration attached to the Leave Application Form in the following circumstances: (a) Any absence due to personal illness or injury immediately before or after an Additional Day off (ADO); a Rostered Day Off (RDO) or a Public Holiday. (b) Any such absence for longer than 3 consecutive days; (c) Any absence during the first month of employment: (d) For every application for paid personal leave after an Employee has taken 6 individual leave days; (e) On every occasion where an Employee has exhausted all accrued entitlements to paid personal/carers Leave; (f) Where TDSF is concerned that an Employee is not fit to undertake their role; or (g) As a result of a Persona! Leave Review. 34.2 Employees must provide to the Employer a suitable form of evidence in accordance with the Employer's procedures for any Personal Leave, paid/Unpaid Carer's Leave or Bereavement Leave that they take. E.g. medical certificate if the employee's child is sick or a Death Certificate for Bereavement 35. Compassionate Leave 35.1 Subject to TDSF approval which requires an Employee provide TDSF with appropriate evidence an Employee is entitled to: (a) two days paid compassionate leave on each occasion where a member of an Employee's immediate family or household suffers an injury, or contracts or develops a personal illness, which poses a serious threat to their life, or a child is stillborn (where the child would have been a member of the employee's immediate family or household) or an employee or the employee's spouse or de facto partner has a miscarriage; or (b) reasonable paid compassionate leave of at least two days after the death of a member of an Employee's family or household or a close friend and (c) access to accrued personal leave in circumstances where the above entitlements are not sufficient and where reasonable evidence is provided, in accordance with the Employer's procedures for any Personal Leave transdev SYDNEY FERRIES 28
Tcaosdev Sydney Fecries Balmain Shipyacd Tcades Staff Agceement 2023 @
36. Parental Leave
36.1 Definitions
(a) Primary caregiver means an employee who, in the reasonable
opinion of the Employer, has assumed the principal role of providing
care and attention to their, or their partner's child, under the age of
one ( or under the age of 16 in the case of adoption). There can only
be one primary caregiver at any one time. For example, a parent
might become the primary caregiver where the other parent has gone
back to substantially full-time work, or if the Employer is satisfied on
reasonable grounds that the other parent is incapable of fulfilling the
role of primary caregiver and the employee will actually fill that role.
(b) Non-primary caregiver means the other parent, not the primary
caregiver, when he or she has a responsibility for the care of their,
or their partner's child, under the age of one (or under the age of 16
in the case of adoption).
36.2 Eligibility and Entitlement: A permanent full-time or part-time Employee
who has completed at least 12 months continuous service with the
Employer is eligible to receive paid parental leave. Fixed term and casual
employees are not eligible for paid parental leave.
36.3 A primary caregiver is eligible to receive up to 14 weeks paid parental
leave.
36.4 A non-primary caregiver will be eligible to receive up to two weeks of
paid parental leave.
36.5 An employee is eligible to receive up to a total of 14 weeks (which
includes 2 weeks for non-primary caregiver)
36.6 However, an Employee who gives birth but is not the primary caregiver
will be eligible for a minimum of four weeks of paid parental leave,
regardless of any amount of paid parental leave taken by the other
parent. This is designed to assist Employees to recuperate and to
support their health and wellbeing.
36.7 Permanent part-time Employees will receive paid parental leave on a
pro-rata basis, based on the number of ordinary hours worked
immediately before commencement of the paid parental leave.
36.8 If an Employee is not the primary caregiver at the time of birth or arrival
of the child and later becomes the primary caregiver within 12 months
after the birth or arrival of the child, he or she is eligible for paid parental
leave, deducting any amount paid to them as the non-primary caregiver.
36.9 An Employee who has already taken one or more periods of paid parental
leave will be eligible for paid parental leave in relation to each
subsequent birth or adoption of a child, if he or she returns to work at
Cir transctev 29
SYDNEY FERRIES
Tweney Sydney Ferdes Balmain Shloverd Trades Shaff Agreement 2023 Parental Letim care ars shonden to they, er their prono's call, un4ptwe are af orthat pertany Bule,under the age of one (or under the age mi 6 wine bar completed at loest 17 months continuous weryles win one transdev SYDNEY PERRIKS
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 36. Parental Leave 36.1 Definitions (a) Primary caregiver means an employee who, in the reasonable opinion of the Employer, has assumed the principal role of providing care and attention to their, or their partner's child, under the age of one (or under the age of 16 in the case of adoption). There can only be one primary caregiver at any one time. For example, a parent might become the primary caregiver where the other parent has gone back to substantially full-time work, or if the Employer is satisfied on reasonable grounds that the other parent is incapable of fulfilling the role of primary caregiver and the employee will actually fill that role. (b) Non-primary caregiver means the other parent, not the primary caregiver, when he or she has a responsibility for the care of their, or their partner's child, under the age of one (or under the age of 16 in the case of adoption). 36.2 Eligibility and Entitlement: A permanent full-time or part-time Employee who has completed at least 12 months continuous service with the Employer is eligible to receive paid parental leave. Fixed term and casual employees are not eligible for paid parental leave. 36.3 A primary caregiver is eligible to receive up to 14 weeks paid parental leave. 36.4 A non-primary caregiver will be eligible to receive up to two weeks of paid parental leave. 36.5 An employee is eligible to receive up to a total of 14 weeks (which includes 2 weeks for non-primary caregiver) 36.6 However, an Employee who gives birth but is not the primary caregiver will be eligible for a minimum of four weeks of paid parental leave, regardless of any amount of paid parental leave taken by the other parent. This is designed to assist Employees to recuperate and to support their health and wellbeing. 36.7 Permanent part-time Employees will receive paid parental leave on a pro-rata basis, based on the number of ordinary hours worked immediately before commencement of the paid parental leave. 36.8 If an Employee is not the primary caregiver at the time of birth or arrival of the child and later becomes the primary caregiver within 12 months after the birth or arrival of the child, he or she is eligible for paid parental leave, deducting any amount paid to them as the non-primary caregiver. 36.9 An Employee who has already taken one or more periods of paid parental leave will be eligible for paid parental leave in relation to each subsequent birth or adoption of a child, if he or she returns to work at transdev SYDNEY FERRIES 29
Tcaosdev Sydney Fe.c;es Balma;n sh;pya,d Tcades Staff Agceement 2023 @
the conclusion of the previous period of parental leave. Return to work
means a return to normal, substantive duties, whether on a full-time or
part-time basis. The Employee does not need to return to work for a
minimum period in order to be eligible for a subsequent period of paid
parental leave. An Employee wishing to take a subsequent period of paid
parental leave in these circumstances will discuss this with the Employer
as soon as possible.
36.10 An Employee wishing to apply for paid parental leave shall ordinarily
give ten weeks' notice of the application.
36.11 The Employer may request that an Employee who has applied for paid
parental leave as a primary caregiver provide evidence that the other
parent has not received parental leave as a primary caregiver, or
evidence of the period of parental leave received by the other parent.
This may include a letter from the other parent's employer advising of
the dates of any parental leave he or she will be taking (or has taken).
36.12 Subject to the approval of the Employer the 12 weeks of paid Parental
Leave provided for in this Agreement may be taken at the rate of
24 weeks at half pay.
36.13 12 weeks of paid parental leave at the birth or expected birth or adoption
is the maximum amount of leave available if both parents are employees
by Transdev Sydney Ferries.
36.14 An Employee who adopts a child under the age of 16 may be entitled to
Parental Leave under this clause, subject to the same eligibility and
other criteria that apply.
36.15 Employees are entitled to parental leave or adoption leave in accordance
with the Act.
37. Domestic Violence Support
General Principle
37.1 The Employer recognises that Employees sometimes face situations of
violence or abuse in their personal life that may affect their attendance
or performance at work. Therefore, the Employer is committed to
providing support to an Employee that experiences domestic violence
Definition of Domestic Violence
37 .2 Domestic violence includes physical, sexual, financial, verbal or
emotional abuse by a member of the Employee's immediate family or
household.
Cir transc1ev 30
SYDNEY FERRIES
Transdev Sve wy Ferries Halwain Shipverd Trades Sieff Aureshemz 2073 SYDNEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 the conclusion of the previous period of parental leave. Return to work means a return to normal, substantive duties, whether on a full-time or part-time basis. The Employee does not need to return to work for a minimum period in order to be eligible for a subsequent period of paid parental leave. An Employee wishing to take a subsequent period of paid parental leave in these circumstances will discuss this with the Employer as soon as possible. 36.10 An Employee wishing to apply for paid parental leave shall ordinarily give ten weeks' notice of the application. 36.11 The Employer may request that an Employee who has applied for paid parental leave as a primary caregiver provide evidence that the other parent has not received parental leave as a primary caregiver, or evidence of the period of parental leave received by the other parent. This may include a letter from the other parent's employer advising of the dates of any parental leave he or she will be taking (or has taken). 36.12 Subject to the approval of the Employer the 12 weeks of paid Parental Leave provided for in this Agreement may be taken at the rate of 24 weeks at half pay. 36.13 12 weeks of paid parental leave at the birth or expected birth or adoption is the maximum amount of leave available if both parents are employees by Transdev Sydney Ferries. 36.14 An Employee who adopts a child under the age of 16 may be entitled to Parental Leave under this clause, subject to the same eligibility and other criteria that apply. 36.15 Employees are entitled to parental leave or adoption leave in accordance with the Act. 37. Domestic Violence Support General Principle 37.1 The Employer recognises that Employees sometimes face situations of violence or abuse in their personal life that may affect their attendance or performance at work. Therefore, the Employer is committed to providing support to an Employee that experiences domestic violence Definition of Domestic Violence 37.2 Domestic violence includes physical, sexual, financial, verbal or emotional abuse by a member of the Employee's immediate family or household. transdev SYDNEY FERRIES 30
Traosdev Sydney Ferr;es Balma,n Shipyard Trades Staff Agreement 2023 eea
General Measures
37.3 Proof of domestic violence may be required and can be in the form of an
agreed document issued by the Police Service, a Court, a Doctor, a
Domestic Violence Support Service or Lawyer.
37.4 All personal information concerning domestic violence will be kept
confidential in line with Company Policy and relevant legislation. No
information will be kept on an Employee's personnel file without their
express written permission.
37 .s No adverse action will be taken against an Employee who has advised
the Employer of circumstances as defined in sub-clause 33.2 if their
attendance or performance at work suffers as a result of experiencing
domestic violence.
37.6 The Employer will identify a contact in the People and Culture team who
will be trained in domestic violence and privacy issues. The Employer
will advertise the name of the contact within the Company.
37.7 An Employee experiencing domestic violence may raise the issue with
their immediate supervisor/manager or the nominated People and
Culture contact. The supervisor/manager may seek advice from People
and Culture if the Employee chooses not to see the People and Culture
contact.
37.8 Where requested by an Employee, the People and Culture contact will
liaise with the Employee's supervisor/manager on the Employee's
behalf, and will make a recommendation on the most appropriate form
of support to provide in accordance with sub-clauses 33.4 and 33.5.
37.9 The Parties will develop guidelines to supplement this clause and which
details the appropriate action to be taken in the event that an Employee
reports domestic violence.
Leave
37.10 An Employee experiencing domestic violence will have access to Paid
Special Leave for medical appointments, legal proceedings and other
activities related to domestic violence. This leave will be in addition to
existing leave entitlements and may be taken as consecutive or single
days or as a fraction of a day. Approval for this leave will not be
unreasonably withheld.
37.11 The amount of Paid Special Leave provided will be determined by the
Employee's situation through consultation between the Employee, their
supervisor/manager and the People and Culture team.
Cir transctev 31
SYDNEY FERRIES
Transdev Syriney Fernes Balmain Shipyard Trades Steff Agreement 3027 87.9 The Perdee wir develon giddelves to serenlement this cause we hi !! SYDNEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 General Measures 37.3 Proof of domestic violence may be required and can be in the form of an agreed document issued by the Police Service, a Court, a Doctor, a Domestic Violence Support Service or Lawyer. 37.4 All personal information concerning domestic violence will be kept confidential in line with Company Policy and relevant legislation. No information will be kept on an Employee's personnel file without their express written permission. 37.5 No adverse action will be taken against an Employee who has advised the Employer of circumstances as defined in sub-clause 33.2 if their attendance or performance at work suffers as a result of experiencing domestic violence. 37.6 The Employer will identify a contact in the People and Culture team who will be trained in domestic violence and privacy issues. The Employer will advertise the name of the contact within the Company. 37.7 An Employee experiencing domestic violence may raise the issue with their immediate supervisor/manager or the nominated People and Culture contact. The supervisor/manager may seek advice from People and Culture if the Employee chooses not to see the People and Culture contact. 37.8 Where requested by an Employee, the People and Culture contact will liaise with the Employee's supervisor/manager on the Employee's behalf, and will make a recommendation on the most appropriate form of support to provide in accordance with sub-clauses 33.4 and 33.5. 37.9 The Parties will develop guidelines to supplement this clause and which details the appropriate action to be taken in the event that an Employee reports domestic violence. Leave 37.10 An Employee experiencing domestic violence will have access to Paid Special Leave for medical appointments, legal proceedings and other activities related to domestic violence. This leave will be in addition to existing leave entitlements and may be taken as consecutive or single days or as a fraction of a day. Approval for this leave will not be unreasonably withheld. 37.11 The amount of Paid Special Leave provided will be determined by the Employee's situation through consultation between the Employee, their supervisor/manager and the People and Culture team. transdev SYDNEY FERRIES 31
Tcansde, Sydney Ferc;es Baima;, Sh;pyacd Tcades Staff Agceemeot 2023 @
37.12 An Employee who supports a person experiencing domestic violence
may take Personal Leave to accompany them to court, to hospital or to
mind children.
Individual Support
37.13 In order to provide support to an Employee experiencing domestic
violence and to provide a safe work environment to all Employees, the
Employer will where possible approve any reasonable request from an
Employee experiencing domestic violence for:
(a) changes to their span of hours or pattern or hours and/or shift
patterns;
(b) job redesign or changes to duties;
( c) relocation to suitable employment within the Company;
(d) a change to their telephone number or email address to avoid
harassing contact; or
( e) any other appropriate measure including those available under
existing provisions for family friendly and flexible work
arrangements.
37.14 An Employee experiencing domestic violence will be referred to the
Employee Assistance Program (EAP) and/or other local resources.
38. Domestic Violence Leave
38.lleave
Cir transctew
(a) Full Time, Part Time, Temporary and Casual Employees experiencing
domestic or family violence, as defined by the Fair Work Act 2009,
will have access to 20 days paid Special Leave for domestic and
family violence per calendar year to support the establishment of
their safety and recovery.
(b) This leave will assist Employees to:
(i) attend medical, counselling, case management, legal,
police and other support services,
(ii) organising alternative care or education arrangements for
their children,
(iii) attend court and other legal proceedings relating to their
experience of domestic and family violence,
(iv) allow time for the employee to seek alternate or safe
accommodation, and
(v) other activities that will assist them to establish safety and
recover from their experience of domestic and family
violence.
( c) This leave will be in addition to existing leave entitlements and can
be accessed without the need to exhaust other existing leave
32
SYDNEY FERRIES
"Transry Sviney Ferries Balmatr Shipyard Trades Staff Agreement 2023 SYDNEY FERMES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 37.12 An Employee who supports a person experiencing domestic violence may take Personal Leave to accompany them to court, to hospital or to mind children. Individual Support 37.13 In order to provide support to an Employee experiencing domestic violence and to provide a safe work environment to all Employees, the Employer will where possible approve any reasonable request from an Employee experiencing domestic violence for: (a) changes to their span of hours or pattern or hours and/or shift patterns; (b) job redesign or changes to duties; (c) relocation to suitable employment within the Company; (d) a change to their telephone number or email address to avoid harassing contact; or (e) any other appropriate measure including those available under existing provisions for family friendly and flexible work arrangements. 37.14 An Employee experiencing domestic violence will be referred to the Employee Assistance Program (EAP) and/or other local resources. 38. Domestic Violence Leave 38.1 Leave (a) Full Time, Part Time, Temporary and Casual Employees experiencing domestic or family violence, as defined by the Fair Work Act 2009 will have access to 20 days paid Special Leave for domestic and family violence per calendar year to support the establishment of their safety and recovery. (b) This leave will assist Employees to: (i) attend medical, counselling, case management, legal, police and other support services, (ii) organising alternative care or education arrangements for their children, (iii) attend court and other legal proceedings relating to their experience of domestic and family violence, (iv) allow time for the employee to seek alternate or safe accommodation, and (v) other activities that will assist them to establish safety and recover from their experience of domestic and family violence. (c) This leave will be in addition to existing leave entitlements and can be accessed without the need to exhaust other existing leave transdev SYDNEY FERRIES 32
Traosdev Sydaey Feccies Balmala Shlpyacd Tcades Staff Agceemeat 2023 @
entitlements first. This leave will be non-cumulative and may be
taken as part-days, single days or consecutive days.
(d) Paid Special Leave for domestic and family violence will be paid at
the Employee's full rate of pay, worked out in relation to the period
as if:
(i) for Employees other than a Casual Employee, the Employee
had not taken the period of leave, or;
(ii) for a Casual Employee, the Employee had worked the hours
in the period that the employee was rostered.
(e) Given the emergency context in which this leave may need to be
accessed, Employees can proceed to take the leave and seek
approval at a later date, as soon as practicable.
(f) When assessing leave applications, the Employer needs to be
satisfied, on reasonable grounds, that domestic and family violence
has occurred, and may require evidence.
(g) An Employee who supports a member of their immediate family or a
member of the Employee's household experiencing domestic or
family violence may use carers leave to support the person in the
establishment of safety and recovery. This may include but is not
limited to, accompanying them to legal proceedings, counselling or
appointments with a medical or legal practitioner, to assist them with
relocation, caring for children or fulfilling other carers responsibilities
to support the person experiencing domestic or family violence.
39. Study Leave
Study leave may be granted to an Employee in accordance with TDSF Training
and Development Polices.
40. Leave Without Pay
40.1 All Permanent Full-Time or Part-Time Employees may apply for, and be
granted, leave without pay, subject to the TDSF organisational
requirements and sufficient good reason for the application.
40.2 All applications will be in writing and will be considered on merit and
TDSF reserve the right to refuse to grant leave without pay.
41. Jury Service
All Employees are entitled to paid jury service on receipt of evidence of the
Employee attending jury service, and the amount paid to them already by the
Court for that service. TDSF will pay the Employee the difference between the
amount paid to them by the Court and their TDSF wage.
Cif transctev 33
SYDNEY FERRIES
"Transdev Sydney Ferries Balmain Shipyard Trenes Staff Agreement 2025 SHONEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 entitlements first. This leave will be non-cumulative and may be taken as part-days, single days or consecutive days. (d) Paid Special Leave for domestic and family violence will be paid at the Employee's full rate of pay, worked out in relation to the period as if: for Employees other than a Casual Employee, the Employee had not taken the period of leave, or; (ii) for a Casual Employee, the Employee had worked the hours in the period that the employee was rostered. (e) Given the emergency context in which this leave may need to be accessed, Employees can proceed to take the leave and seek approval at a later date, as soon as practicable. (f) When assessing leave applications, the Employer needs to be satisfied, on reasonable grounds, that domestic and family violence has occurred, and may require evidence. (g) An Employee who supports a member of their immediate family or a member of the Employee's household experiencing domestic or family violence may use carers leave to support the person in the establishment of safety and recovery. This may include but is not limited to, accompanying them to legal proceedings, counselling or appointments with a medical or legal practitioner, to assist them with relocation, caring for children or fulfilling other carers responsibilities to support the person experiencing domestic or family violence. 39. Study Leave Study leave may be granted to an Employee in accordance with TDSF Training and Development Polices. 40. Leave Without Pay 40.1 All Permanent Full-Time or Part-Time Employees may apply for, and be granted, leave without pay, subject to the TDSF organisational requirements and sufficient good reason for the application. 40.2 All applications will be in writing and will be considered on merit and TDSF reserve the right to refuse to grant leave without pay. 41. Jury Service All Employees are entitled to paid jury service on receipt of evidence of the Employee attending jury service, and the amount paid to them already by the Court for that service. TDSF will pay the Employee the difference between the amount paid to them by the Court and their TDSF wage. transdev SYDNEY FERRIES 33
Tcaasdev Sydney Feccies Balmain Shipyacd Trades Staff Agceement 2023 ~
42. Community Service Leave
Employees will be entitled to Community Service Leave in accordance with the
Act.
43. Military Leave
Employees who are part-time members of the Australian Defence Forces Reserve
may be granted paid leave subject to the impact on operational requirements of
the business and proof of the basis of leave.
44. Natural Disaster/Pandemic Leave
44.1 For the purpose of this clause, Public Crisis means a natural disaster as
declared by the NSW or Federal Government or health pandemic as
declared by the World Health Organisation and which has a direct impact
on residents of New South Wales.
44.2 The Employer will notify relevant Union that a Public Crisis has been
triggered as soon as practicable (within 24 hours).
44.3 During a Public Crisis, a Union may convene meetings with its Union
members at the workplace to discuss matters relevant to the Public
Crisis. The Employer recognises that these meetings may need to be
arranged as a matter of urgency. Meetings must be approved by the
relevant Level 2 Manager and Director Employee Relations . The meeting
will occur as soon as practicable following a Union request to hold the
meeting taking into account the urgency of the matter and operational
requirements.
45. Picnic Day
Each Employee is entitled to 1 paid picnic day per annum. This entitlement
accrues 1 April each year. All requests for the picnic day are subject to approval.
AMWU Picnic Day - 1 April
CFMEU, CPEU & ETU Picnic Day - 1 December
Employees need to ensure the Picnic day is take on the above days or 12 months
from the date of accrual
46 . End of Year Concessional Part Day
46.1 Subject to operational requirements, employees may cease duty early
(on or before midday) on the last weekday before the Christmas public
holiday period commences and will be paid for their whole rostered shift
as if it were worked.
46.2 This time may be used to hold end of year celebrations that will be
voluntary to attend.
Cif transct.ev 34
SYDNEY FERRIES
Traneday Sydney feries Dalmath Shinyand Trades Sial Arycomer .: 2025 Zap Meyees who are pero dime membherto the Austradent Teponte Forgas hegerye declared by the New on sedere! Government ur hautth penderie as 45. Niente Bity es I wens worxId. SYDNEY TERWIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 42. Community Service Leave Employees will be entitled to Community Service Leave in accordance with the Act. 43. Military Leave Employees who are part-time members of the Australian Defence Forces Reserve may be granted paid leave subject to the impact on operational requirements of the business and proof of the basis of leave. 44. Natural Disaster/Pandemic Leave 44.1 For the purpose of this clause, Public Crisis means a natural disaster as declared by the NSW or Federal Government or health pandemic as declared by the World Health Organisation and which has a direct impact on residents of New South Wales. 44.2. The Employer will notify relevant Union that a Public Crisis has been triggered as soon as practicable (within 24 hours). 44.3 During a Public Crisis, a Union may convene meetings with its Union members at the workplace to discuss matters relevant to the Public Crisis. The Employer recognises that these meetings may need to be arranged as a matter of urgency. Meetings must be approved by the relevant Level 2 Manager and Director Employee Relations. The meeting will occur as soon as practicable following a Union request to hold the meeting taking into account the urgency of the matter and operational requirements. 45. Picnic Day Each Employee is entitled to 1 paid picnic day per annum. This entitlement accrues 1 April each year. All requests for the picnic day are subject to approval. AMWU Picnic Day - 1 April CFMEU, CPEU & ETU Picnic Day - 1 December Employees need to ensure the Picnic day is take on the above days or 12 months from the date of accrual 46. End of Year Concessional Part Day 46.1 Subject to operational requirements, employees may cease duty early (on or before midday) on the last weekday before the Christmas public holiday period commences and will be paid for their whole rostered shift as if it were worked. 46.2 This time may be used to hold end of year celebrations that will be voluntary to attend. transdev SYDNEY FERRIES 34
I
Tcaosdev Sydoey Fen-;es Balma;n Sh;pya,d Tcades Staff Ag,eement 2023 ij
46.3 The relevant day may be moved to another day, within the 4 weeks
prior, subject to mutual agreement with Workplace Representatives
through consultation in the Consultive Committee.
46.4 If, on for the relevant day or agreed alternative day, an employee is not
rostered, is on pre-approved leave, or commences their rostered shift
on or after midday, they will not be entitled to this clause.
47. Leave Rostering
Rosters for all leave for Employees will be prepared on a continuous basis with 2
weeks' notice for request for pre-approved leave.
48. Training and Assessment
Training Guidelines
48.1 Training and assessment will reflect integrated on and off the job
training and assessment practice, targeting skills, knowledge, values
and attitudes and supporting qualifications in accordance with the
Australian Quality Training Framework Standards.
48.2 Training and assessment design will be focused on both the acquisition
of new skills and the refreshment of existing skills, in the context of
minimizing maintenance error in a safety critical industry.
48.3 All training needs identification will be the result of a risk assessment.
48.4 All training will be developed ensuring the integration of human factors
practices focused on minimizing the risk of human error.
48.S Training will support career paths within TDSF, providing support for
both skills development during period so of 'acting up' and more formally
to support promotional opportunities. All Employees will be encouraged
and assisted to reach the highest level personally attainable consistent
with the needs of the Balmain Shipyard.
48.6 TDSF is committed to the ongoing employment, training and
development of apprentices for the maritime industry. TDSF trades
Employees are to provide instruction, training, support and mentoring
for apprentices.
49. Initial Training
49.1 Employees will participate in initial training, including induction, as
required by the TDSF Safety Management System and the TDSF Training
and Development Policy and Procedures.
49.2 The Parties commit to relevant approved training and assessment design
for the provision of initial training and assessment modules and courses.
Cif transc.1ev 35
SYDNEY FERRIES
WYhansdev Sydkey Ferries Balmain Shipyard Trates Staff Agreement 2023 Leave ToMere 18.4 Crafting pill support carter paths wohle TO46, provillog quojean Jor Eno wyses are as prov de borun ,, She support and meg VEVEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 46.3 The relevant day may be moved to another day, within the 4 weeks prior, subject to mutual agreement with Workplace Representatives through consultation in the Consultive Committee. 46.4 If, on for the relevant day or agreed alternative day, an employee is not rostered, is on pre-approved leave, or commences their rostered shift on or after midday, they will not be entitled to this clause. 47. Leave Rostering Rosters for all leave for Employees will be prepared on a continuous basis with 2 weeks' notice for request for pre-approved leave. 48. Training and Assessment Training Guidelines 48.1 Training and assessment will reflect integrated on and off the job training and assessment practice, targeting skills, knowledge, values and attitudes and supporting qualifications in accordance with the Australian Quality Training Framework Standards. 48.2 Training and assessment design will be focused on both the acquisition of new skills and the refreshment of existing skills, in the context of minimizing maintenance error in a safety critical industry. 48.3 All training needs identification will be the result of a risk assessment. 48.4 All training will be developed ensuring the integration of human factors practices focused on minimizing the risk of human error. 48.5 Training will support career paths within TDSF, providing support for both skills development during period so of 'acting up' and more formally to support promotional opportunities. All Employees will be encouraged and assisted to reach the highest level personally attainable consistent with the needs of the Balmain Shipyard. 48.6 TDSF is committed to the ongoing employment, training and development of apprentices for the maritime industry. TOSF trades Employees are to provide instruction, training, support and mentoring for apprentices. 49. Initial Training 49.1 Employees will participate in initial training, including induction, as required by the TDSF Safety Management System and the TDSF Training and Development Policy and Procedures. 49.2 The Parties commit to relevant approved training and assessment design for the provision of initial training and assessment modules and courses. transdev SYDNEY FERRIES 35
Transdev Sydney Fecc;es Balmaln Sh;pyacd Trades Staff Agceement 2023 aea
49.3 Training and assessment will be targeted to supporting the technical and
safety competencies identified as enterprise specific and required for the
relevant trade or other role.
49.4 The Parties commit to ensuring the Training Committee, or members to
the Committee as nominated, participate in Curriculum committees
formed to develop, review or validate initial training and assessment
targeted at any role with the Balma in Shipyard.
SO. Continuation Training
50.1 Employees covered by this Agreement will attend a minimum of 3
training days per annum for the purpose of safety refresher training and
assessment as required by the TDSF Safety Management System.
50.2 The Parties commit to ensuring the Training Committee, or members of
the Committee as nominated, participate in Curriculum Committees
formed to develop, review or validate continuation training and
Assessment.
50.3 Continuation training will be competency based, focused on safety and
technical competence acquisition and maintenance.
50 .4 The required levels of certification are minimum standards and it may
be necessary for further ongoing training to maintain the Employee's
level of competence to meet changing standards and requirements.
50.5 The Employer is committed to offering a career path to its Employees,
with appropriate training and development opportunities. Career paths
are necessary to maintain a committed workforce.
50.6 In order to achieve a skilled, competent and flexible workforce the
Employer will provide ongoing/upgrading training as required to meet
the needs of the enterprise. In this regard, Employees will have access
to training and employment opportunities to enhance their career
development and provide an opportunity for Employees to apply for and
progress to all marine and shore-based positions with the Employer.
SO. 7 If an Employee is required by the Employer or a Regulatory Authority to
undertake a course in order to maintain their employment, upgrade or
revalidate their certificate to the level necessary to maintain their
employment, the Employer will pay course costs, Regulatory Authorities'
costs and reasonable travelling, accommodation and victualling
expenses. Qualifications issued by an authority outside Australia will be
the responsibility of the Employee to ensure that it is current.
50.8 For an employee on Probation period, on successfully completing 3
months into their 6-month probation period with NIL performance
issues, the employer will support any training that is required as part of
Cif transcte» 36
SYDNEY FERRIES
Transiley Sydney Ferias Delmale Shluyard rates Staff Agreement 2023 Liwychist avy rwe will the Balmain Snuyard. 20 apply netand DYSNEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 49.3 Training and assessment will be targeted to supporting the technical and safety competencies identified as enterprise specific and required for the relevant trade or other role. 49.4 The Parties commit to ensuring the Training Committee, or members to the Committee as nominated, participate in Curriculum committees formed to develop, review or validate initial training and assessment targeted at any role with the Balmain Shipyard. 50 Continuation Training 50.1 Employees covered by this Agreement will attend a minimum of 3 training days per annum for the purpose of safety refresher training and assessment as required by the TDSF Safety Management System. 50.2 The Parties commit to ensuring the Training Committee, or members of the Committee as nominated, participate in Curriculum Committees formed to develop, review or validate continuation training and Assessment. 50.3 Continuation training will be competency based, focused on safety and technical competence acquisition and maintenance. 50.4 The required levels of certification are minimum standards and it may be necessary for further ongoing training to maintain the Employee's level of competence to meet changing standards and requirements. 50.5 The Employer is committed to offering a career path to its Employees, with appropriate training and development opportunities. Career paths are necessary to maintain a committed workforce. 50.6 In order to achieve a skilled, competent and flexible workforce the Employer will provide ongoing/upgrading training as required to meet the needs of the enterprise. In this regard, Employees will have access to training and employment opportunities to enhance their career development and provide an opportunity for Employees to apply for and progress to all marine and shore-based positions with the Employer. 50.7 If an Employee is required by the Employer or a Regulatory Authority to undertake a course in order to maintain their employment, upgrade or revalidate their certificate to the level necessary to maintain their employment, the Employer will pay course costs, Regulatory Authorities' costs and reasonable travelling, accommodation and victualling expenses. Qualifications issued by an authority outside Australia will be the responsibility of the Employee to ensure that it is current. 50.8 For an employee on Probation period, on successfully completing 3 months into their 6-month probation period with NIL performance issues, the employer will support any training that is required as part of transdev SYDNEY FERRIES 36
Transdev Sydney Fecc;es Balma;n Sh;pyacd Tcades Staff Ag,eement 2023 ~
on-going training requirements for the employee to complete their tasks
while the employee is still on probation period.
50.9 Access to training apart from mandatory training will be on merit.
51. Training Costs
51.1 Where an Employee covered by this Agreement undertakes a course
externally as part of an approved training program, all reasonable costs
will be paid by TDSF upon successful completion of the course.
Reasonable and agreed costs for courses undertaken for TDSF approved
apprentices will be paid directly by TDSF on presentation of an invoice.
51.2 Where financial assistance is given, for external course attendance, it
will be limited to the following:
(a) Tuition fees;
(b) Examination fees; and
(c) Reference material required for the course.
51.3 Reimbursement will be at the discretion of TDSF, subject to TDSF
approval prior the commencement of the course.
52. Trade Union Training
52.1 TDSF agrees to a pool of training leave comprising of 200 hours (26
days) per annum to be provided to workplace representatives. The trade
union training leave pool accrues from year to year up to 500 hours in
total over the life of the Agreement.
52.2 Access to Trade Union Training leave is subject to the approval of the
General Manager Assets and the operational needs of the Balmain
Shipyard
52.3 This entitlement is intended for and will not be unreasonably refused for
the following types of activities:
52.3.1 Onsite Union funded mental health training and support sessions
that are pre-approved and organised with TDSF
52.3.2 Offsite Union funded mental health training and support by the
Union/s affiliated Staff Assistance program e.g Foundation House
52.3.3 Union conferences
52.3.4 Union/delegate Training courses
52.4 Special paid leave will be granted to Employees who are delegates to
attend their Union's National Council, National Executive, State Council,
State Executive, Divisional Committee and Unions NSW Annual
Conference.
Cir transctev 37
SYDNEY FERRIES
Transde: Sydney Ferries Balmain Shipyard Trader Staff Agreement 2023 ayhan over 14 ffe w te Agre hent EN DOLLY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 on-going training requirements for the employee to complete their tasks while the employee is still on probation period. 50.9 Access to training apart from mandatory training will be on merit. 51. Training Costs 51.1 Where an Employee covered by this Agreement undertakes a course externally as part of an approved training program, all reasonable costs will be paid by TOSF upon successful completion of the course. Reasonable and agreed costs for courses undertaken for TDSF approved apprentices will be paid directly by TDSF on presentation of an invoice. 51.2 Where financial assistance is given, for external course attendance, it will be limited to the following: (a) Tuition fees; (b) Examination fees; and (c) Reference material required for the course. 51.3 Reimbursement will be at the discretion of TDSF, subject to TDSF approval prior the commencement of the course. 52. Trade Union Training 52.1 TDSF agrees to a pool of training leave comprising of 200 hours (26 days) per annum to be provided to workplace representatives. The trade union training leave pool accrues from year to year up to 500 hours in total over the life of the Agreement. 52.2 Access to Trade Union Training leave is subject to the approval of the General Manager Assets and the operational needs of the Balmain Shipyard 52.3 This entitlement is intended for and will not be unreasonably refused for the following types of activities: 52.3.1 Onsite Union funded mental health training and support sessions that are pre-approved and organised with TDSF 52.3.2 Offsite Union funded mental health training and support by the Union/s affiliated Staff Assistance program e.g Foundation House 52.3.3 Union conferences 52.3.4 Union/delegate Training courses 52.4 Special paid leave will be granted to Employees who are delegates to attend their Union's National Council, National Executive, State Council, State Executive, Divisional Committee and Unions NSW Annual Conference. transdev SYDNEY FERRIES 37
Tcaosdev Sydney Fec,;es Balma;n Sh;pyacd Tcades Staff Agceement 2023 @}
52.5 If attending a Peak Consultative Committee meeting of the Employer on
a book-off day or non-rostered shift, Union delegates will be paid for the
attendance at the meeting.
53. Training and Development Rostering
Rosters for Training and Development of Employees will be included in the master
roster and discussed and considered with the training Committee members.
54. Apprentices
54.1 TDSF is committed to the employment of apprentices as operationally
required and by the Maritime industry. In addition, TDSF is committed
to providing adult apprenticeship opportunities to existing staff; adult
apprentices being persons who are 18 years and over. TDSF is
committed to a minimum of five (5) apprentices at the Baima in Shipyard
at any given time. TDSF is also committed to encouraging females to
undertake apprenticeships at the Shipyard.
54.2 The duration and conduct of apprenticeships will be in accordance with
the New South Wales Apprenticeship and Traineeship Act 2001 and will
be conducted to the requirements of the Vocational Training Order and
the Department of Education and Training standards. Adult apprentices
engaged from outside TDSF will be paid at the Level 4 rate in Annexure
A.
54.3 Adult apprentices engaged from amongst existing permanent and/or
temporary TDSF staff will be paid at their classification level at the time
of appointment as an apprentice.
54.4 Once any apprentice has completed their apprenticeship, depending on
staffing requirements, they may apply for a position as a tradesperson,
if available. In the event there is no such position available, they will
be offered an additional 4 weeks (not to be paid in lieu) to undertake
work as directed after the end date of their apprenticeship.
55. Work Health and Safety
55.1 TDSF and its Employees are committed to best practice work health and
safety performance of TDSF.
55.2 TDSF and its employees will comply with occupational health and safety
legislation and standards.
55.3 TDSF and its employees will comply with "The Work Health and Safety
Act 2011 (NSW) regulates workplace health and safety (WHS) in NSW."
55.4 TDSF and its Employees will comply with all aspects of the TDSF Safety
Management System.
Cir transctev 38
SYDNEY FERRIES
Transdev Sydney Fantes Balmain Artıyor Traden Stall Atreement 2023 SYDNEY VEMPIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 52.5 If attending a Peak Consultative Committee meeting of the Employer on a book-off day or non-rostered shift, Union delegates will be paid for the attendance at the meeting. 53. Training and Development Rostering Rosters for Training and Development of Employees will be included in the master roster and discussed and considered with the training Committee members. 54. Apprentices 54.1 TDSF is committed to the employment of apprentices as operationally required and by the Maritime industry. In addition, TDSF is committed to providing adult apprenticeship opportunities to existing staff; adult apprentices being persons who are 18 years and over. TDSF is committed to a minimum of five (5) apprentices at the Balmain Shipyard at any given time. TDSF is also committed to encouraging females to undertake apprenticeships at the Shipyard. 54.2 The duration and conduct of apprenticeships will be in accordance with the New South Wales Apprenticeship and Traineeship Act 2001 and will be conducted to the requirements of the Vocational Training Order and the Department of Education and Training standards. Adult apprentices engaged from outside TDSF will be paid at the Level 4 rate in Annexure A. 54.3 Adult apprentices engaged from amongst existing permanent and/or temporary TDSF staff will be paid at their classification level at the time of appointment as an apprentice. 54.4 Once any apprentice has completed their apprenticeship, depending on staffing requirements, they may apply for a position as a tradesperson, if available. In the event there is no such position available, they will be offered an additional 4 weeks (not to be paid in lieu) to undertake work as directed after the end date of their apprenticeship. 55. Work Health and Safety 55.1 TDSF and its Employees are committed to best practice work health and safety performance of TDSF. 55.2 TDSF and its employees will comply with occupational health and safety legislation and standards. 55.3 TDSF and its employees will comply with "The Work Health and Safety Act 2011 (NSW) regulates workplace health and safety (WHS) in NSW." 55.4 TDSF and its Employees will comply with all aspects of the TDSF Safety Management System. transdev SYDNEY FERRIES 38
Tcaosdev Sydoey Feccies Balmaio Shipyacd Trades Staff Agceemeot 2023 {ij}
55.5 TDSF will undertake a dust, zinc chromate and disease examination of
the Balmain Shipyard every 2 years or more frequently as determined
by TDSF.
55.6 TDSF will provide reasonable facilities including lockers, rest rooms with
adequate ventilation and meeting and rest rooms to an acceptable level
of hygiene.
55.7 TDSF will provide Employees with appropriate protective clothing for
safety purposes.
55.8 No part of this agreement, either at the outset or at any time during its
currency will conflict with relevant work health and safety legislation.
55.9 Elected Work Health and Safety Committee members shall participate in
the Work Health and Safety Committee.
56. Performance Management
56.1 TDSF values its Employees and their critical role in the delivery of the
organisation's objectives.
56.2 TDSF seeks to introduce a performance-based culture where
improvements in efficiency, effectiveness, flexibility, accountability,
innovation, behaviour and leadership result in a motivated, focussed and
committed workforce.
56.3 TDSF will introduce a performance management system where the
performance objectives of a Division, team and individual Employee is
linked to TDSF's objectives and values.
56.4 Performance management is the ongoing formal and informal process
where managers, supervisors and Employees communicate to ensure
the Employee understands:
(a) TDSF's goals;
(b) What's expected of them in fulfilling the requirements of the position;
(c) How the individual is performing against the goals and position;
(d) How the Employee and TDSF can improve the organisation;
(e) Training and development opportunities available to the Employee.
56.5 The Parties are committed to ensuring that the performance of its
Employees is effectively managed through clear performance
management procedures. All Employees are expected to undertake
duties for which they are employed and entitled to ongoing feedback
from their manager/supervisor about their performance.
56.6 Each and every Employee will have an annual performance review
meeting to clarify expectations for the year ahead, plan for
developmental needs of the Employee and to provide constructive
feedback on past performance.
Cir transctev 39
SYDNEY FERRIES
Prahadev Sydney Fortes Be maln Shinyert Trades Staff Agreemars 2023
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 55.5 TDSF will undertake a dust, zinc chromate and disease examination of the Balmain Shipyard every 2 years or more frequently as determined by TDSF. 55.6 TDSF will provide reasonable facilities including lockers, rest rooms with adequate ventilation and meeting and rest rooms to an acceptable level of hygiene. 55.7 TDSF will provide Employees with appropriate protective clothing for safety purposes. 55.8 No part of this agreement, either at the outset or at any time during its currency will conflict with relevant work health and safety legislation. 55.9 Elected Work Health and Safety Committee members shall participate in the Work Health and Safety Committee. 56. Performance Management 56.1 TDSF values its Employees and their critical role in the delivery of the organisation's objectives. 56.2 TDSF seeks to introduce a performance-based culture where improvements in efficiency, effectiveness, flexibility, accountability, innovation, behaviour and leadership result in a motivated, focussed and committed workforce. 56.3 TDSF will introduce a performance management system where the performance objectives of a Division, team and individual Employee is linked to TDSF's objectives and values. 56.4 Performance management is the ongoing formal and informal process where managers, supervisors and Employees communicate to ensure the Employee understands: (a) TDSF's goals; (b) (c) What's expected of them in fulfilling the requirements of the position; How the individual is performing against the goals and position; d) How the Employee and TDSF can improve the organisation; (e) Training and development opportunities available to the Employee. 56.5 The Parties are committed to ensuring that the performance of its Employees is effectively managed through clear performance management procedures. All Employees are expected to undertake duties for which they are employed and entitled to ongoing feedback from their manager/supervisor about their performance. 56.6 Each and every Employee will have an annual performance review meeting to clarify expectations for the year ahead, plan for developmental needs of the Employee and to provide constructive feedback on past performance. transdev SYDNEY FERRIES 39
Tcansdev Sydney Fen-;es Balrnaln Shlpyacd Trndes Staff Agneernent 2023 @
57. TDSF Human Resource Policies
57.1 TDSF will continue to develop TDSF Human Resource Policies and
Procedures during the term of this Agreement.
57 .2 Transdev Sydney Ferries People and Culture Policies and Procedures will
not be inconsistent with the provisions in this agreement nor will those
Policies and Procedures override any of the contents of this agreement
unless the parties specifically agree.
57.3 TDSF will provide the Workplace Delegates Committee with any relevant
draft Policies and Procedures for comment. The Parties agree to consult
in relation to new Policies and Procedures prior to implementation.
58. Travel Arrangements
Travel Assistance
58.1 Any Employee required to commence work prior to 05:00 or finish work
after 12 midnight is entitled to assistance in travelling to or from their
place of residence.
58.2 In the event an Employee is offered assistance in travelling to or from
their place of residence, in the form of transport as per the above sub
clause, TDSF will offer the Employee travel by a vehicle up to the
metropolitan taxi district limits.
58.3 The metropolitan taxi districts limits are defined as Otford in the South,
Brooklyn in the North, Nepean River in the West and a straight line
drawn from Penrith to Camden to cover the South/West boundary.
58.4 The Parties agree to explore other forms of assistance for Employees
travelling to and from work between 12 midnight and 05 :00.
59. Car Allowance
59.1 Where an Employee reaches agreement with the Employer in the event
the Employee is required to undertake additional work for a Call Out
without prior notice, the Employee will be paid an allowance as provided
in Annexure B.
59.2 Where an Employee reaches agreement with the Employer to use their
own motor vehicle on the Employer's business, such Employee will be
paid an allowance in accordance with Annexure B.
60. Travel Pass
60.1 Entitlements for Transferring Employees for the duration of the Original
Ferry System Contract (which commenced on 28 July 2012):
60.1.1 In accordance with the New South Wales Government commitment
to the distribution of travel passes and other concessions to Sydney
Ferries Employees (Transferring Employees), the NSW Government shall
Cir transctev 40
SYDNEY FERRIES
Transdev Svandy Fan'es balmain Shipyard Trades Staff Apregmant 2020 ailen femm Pemith iu Comde l'bo cover the Advo? West boundary. Travail Fans Tronedoy SYDNEY MERHIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 57. TDSF Human Resource Policies 57.1 TDSF will continue to develop TDSF Human Resource Policies and Procedures during the term of this Agreement. 57.2 Transdev Sydney Ferries People and Culture Policies and Procedures will not be inconsistent with the provisions in this agreement nor will those Policies and Procedures override any of the contents of this agreement unless the parties specifically agree. 57.3 TDSF will provide the Workplace Delegates Committee with any relevant draft Policies and Procedures for comment. The Parties agree to consult in relation to new Policies and Procedures prior to implementation. 58. Travel Arrangements Travel Assistance 58.1 Any Employee required to commence work prior to 05:00 or finish work after 12 midnight is entitled to assistance in travelling to or from their place of residence. 58.2 In the event an Employee is offered assistance in travelling to or from their place of residence, in the form of transport as per the above sub- clause, TDSF will offer the Employee travel by a vehicle up to the metropolitan taxi district limits. 58.3 The metropolitan taxi districts limits are defined as Otford in the South, Brooklyn in the North, Nepean River in the West and a straight line drawn from Penrith to Camden to cover the South/West boundary. 58.4 The Parties agree to explore other forms of assistance for Employees travelling to and from work between 12 midnight and 05:00. 59 Car Allowance 59.1 Where an Employee reaches agreement with the Employer in the event the Employee is required to undertake additional work for a Call Out without prior notice, the Employee will be paid an allowance as provided in Annexure B. 59.2 Where an Employee reaches agreement with the Employer to use their own motor vehicle on the Employer's business, such Employee will be paid an allowance in accordance with Annexure B. 60. Travel Pass 60.1 Entitlements for Transferring Employees for the duration of the Original Ferry System Contract (which commenced on 28 July 2012): 60.1.1 In accordance with the New South Wales Government commitment to the distribution of travel passes and other concessions to Sydney Ferries Employees (Transferring Employees), the NSW Government shall transdev SYDNEY FERRIES 40
Tcansdev Sydney Feccies Balmain Shipyacd Tcades Staff Agreemeot 2023 @
continue to offer those passes and concessions to the Transferring
Employees for the duration of the Ferry Systems Contract.
60. 1.2 All Transferring Employees shall, for the life of the Ferry System
Contract, be able to accrue service to become eligible for a Gold Pass,
and
60.1.3 Existing arrangements for spouse travel will be maintained for
Transferring Employees for the life of the Ferry System Contract.
60.2 At the conclusion of the Original Ferry Systems Contract:
60.2.1 Transferring Employees who have become eligible for a Gold Pass will
receive the "former Employee Gold Pass" and associated concessions in
accordance with the terms and conditions determined by the NSW
Government; and
60 .2 .2 the Employer will provide the remaining Transferring Employees with
the same travel pass as Non-transferring Employees, as provided for in
this clause;
60.2 .3 for the term of this Enterprise Agreement, Transfer:-ring Employees
shall be able to continue accruing service to become eligible for a former
Employee Gold Pass; and
60.2 .4 existing arrangements for spouse travel will be maintained for
Transferring Employees who hold a Gold Pass or former Employee Gold
Pass, as applicable.
60.3 Entitlements for all employees who commenced employment after 28
July 2012 (Non-transferring Employees) and for Transferring Employees
for the period after the expiry of the Original Ferry System Contract: A
permanent full-time or permanent part-time Employee will be entitled
to a travel pass issued in the name of the Employee for use by the
Employee only and which may be used in accordance with the terms and
conditions determined by the Government.
60.4 Service will not accrue towards a Gold Pass, other than as set out in 60.2
above;
60.4.1 The travel pass is not transferable; and
60.4.2 Inappropriate use could result in the entitlement to the pass being
withdrawn.
60.5 In addition to the prescribed ferry, bus and rail services, Employees will
be eligible to have access to the following services under this clause:
60.5.1 Sydney Metro services between Rouse Hill and Bankstown; and
Cir transct.ew 41
SYDNEY FERRIES
Wangdev Sydney De fies Se main Soruvare Traces Stat Agreement 2023 Govecommenti and 48.4. Traporendete bee could result in die eluft smerte in the cars beleg
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 continue to offer those passes and concessions to the Transferring Employees for the duration of the Ferry Systems Contract. 60.1.2 All Transferring Employees shall, for the life of the Ferry System Contract, be able to accrue service to become eligible for a Gold Pass, and 60.1.3 Existing arrangements for spouse travel will be maintained for Transferring Employees for the life of the Ferry System Contract. 60.2 At the conclusion of the Original Ferry Systems Contract: 60.2.1 Transferring Employees who have become eligible for a Gold Pass will receive the "former Employee Gold Pass" and associated concessions in accordance with the terms and conditions determined by the NSW Government; and 60.2.2 the Employer will provide the remaining Transferring Employees with the same travel pass as Non-transferring Employees, as provided for in this clause; 60.2.3 for the term of this Enterprise Agreement, Transferring Employees shall be able to continue accruing service to become eligible for a former Employee Gold Pass; and 60.2.4 existing arrangements for spouse travel will be maintained for Transferring Employees who hold a Gold Pass or former Employee Gold Pass, as applicable. 60.3 Entitlements for all employees who commenced employment after 28 July 2012 (Non-transferring Employees) and for Transferring Employees for the period after the expiry of the Original Ferry System Contract: A permanent full-time or permanent part-time Employee will be entitled to a travel pass issued in the name of the Employee for use by the Employee only and which may be used in accordance with the terms and conditions determined by the Government. 60.4 Service will not accrue towards a Gold Pass, other than as set out in 60.2 above; 60.4.1 The travel pass is not transferable; and 60.4.2 Inappropriate use could result in the entitlement to the pass being withdrawn. 60.5 In addition to the prescribed ferry, bus and rail services, Employees will be eligible to have access to the following services under this cause: 60.5.1 Sydney Metro services between Rouse Hill and Bankstown; and transdev SYDNEY FERRIES 41
Transdev Sydney Ferries Bal main Shipyacd Tcades Staff Agceement 2023 @
60.5.2 existing Inner West Light Rail services (including all stops between
Central and Dulwich Hill) and future South East Light Rail services
(including all stops between Circular Quay to Nine Ways/Randwick).
60.6 In respect of all travel passes (except for former Employee Gold Passes),
the entitlement ceases upon exit from employment with TDSF for any
cause.
60.7 This clause shall operate for the life of this Agreement.
61. Inclement Weather
61.1 Definition: For the purposes of this clause "Inclement Weather" shall
mean existence of rain or abnormal climactic conditions (including, but
not limited to, hail snow, cold, high wind, severe dust storm, extreme
high temperature or any combination thereof) by virtue of which it is
either not reasonable or not safe for Employees exposed there to
continue working whilst the same prevail.
61.2 Payment of Wages: An Employee shall be entitled to payment of normal
wages on a fortnightly basis, regardless of any hours lost due to
Inclement Weather.
61.3 Cases of Extreme Weather or of concern reference OH&S Act and
regulations and consult with WHS Committee and Work Groups
61.4 Training During Inclement Weather:
If no alternative work is available Employees may be required to attend
training provided by the Employer subject to the following:
(a) such training shall be meaningful and structured so as to provide
Employees with additional skills and knowledge;
(b) Employer Management shall discuss details of training with the Union
delegates prior to implementation;
62. Uniforms
62.1 Employees have the option of requesting any combination of the items
listed, subject to a maximum issue of two sets per year (a) to (c), to be
issued in July of each year, and subject to the items being suitable for
the type of work performed:
(iftransruw
(a) Combination overalls; (this can include white or khaki with high
visibility tape)
(b) Trousers or shorts, belt and long sleeve shirt (high visibility tape on
sh i rth
(c) Overalls "bib and brace" and two shirts (with high visibility tape)
42
SYDNEY FERRIES
Tranchey Sydney entier Malmeth Shipyard Yyades Staff Agreement,2023 donohue working whuisd the same pretenti wbotones and com Uit wer MIIS Commiles and Work (mupe SIDNEY FERNES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 60.5.2 existing Inner West Light Rail services (including all stops between Central and Dulwich Hill) and future South East Light Rail services (including all stops between Circular Quay to Nine Ways/Randwick). 60.6 In respect of all travel passes (except for former Employee Gold Passes), the entitlement ceases upon exit from employment with TDSF for any cause. 60.7 This clause shall operate for the life of this Agreement. 61. Inclement Weather 61.1 Definition: For the purposes of this clause "Inclement Weather" shall mean existence of rain or abnormal climactic conditions (including, but not limited to, hail snow, cold, high wind, severe dust storm, extreme high temperature or any combination thereof) by virtue of which it is either not reasonable or not safe for Employees exposed there to continue working whilst the same prevail. 61.2 Payment of Wages: An Employee shall be entitled to payment of normal wages on a fortnightly basis, regardless of any hours lost due to Inclement Weather. 61.3 Cases of Extreme Weather or of concern reference OH&S Act and regulations and consult with WHS Committee and Work Groups 61.4 Training During Inclement Weather: If no alternative work is available Employees may be required to attend training provided by the Employer subject to the following: (a) such training shall be meaningful and structured so as to provide Employees with additional skills and knowledge; (b) Employer Management shall discuss details of training with the Union delegates prior to implementation; 62. Uniforms 62.1 Employees have the option of requesting any combination of the items listed, subject to a maximum issue of two sets per year (a) to (c), to be issued in July of each year, and subject to the iterns being suitable for the type of work performed: (a) Combination overalls;(this can include white or khaki with high visibility tape) (b) Trousers or shorts, belt and long sleeve shirt (high visibility tape on shirt); (c) Overalls "bib and brace" and two shirts (with high visibility tape) transdev SYDNEY FERRIES 42
Tcaasdev Sydoey Ferries Balmaio Shlpyacd Tcades Staff Agceemeot 2023 @}
( d) 5 pairs of socks per year;
(e) One battle type jacket every 3 years (drill jacket or bluey)
(f) One pair of safety shoes per year;
(g) One work issued hat and/or beanie
(h) One high visibility pullover-polar fleece jumper and/or polars vest
(i) Wet weather gear (jacket and/or pants) will be issued on a wear and
tear basis
(j) Gum boots issued to those staff who also work in the dock and
require them as part of their duties.
(k) Any items that require replacement due to wear and tear prior to the
issue will need to be presented to the supervisor to whether a re
order is to be requested.
62.2 In circumstances where excessively dirty work is involved the employer
will continue to provide overalls, in addition to standard issue, as a
temporary issue and such will be laundered, free of charge, by the
employer.
62.3 The employer will launder issued work clothing free of charge. New
employees will be issued with 3 of (a) and (c). When their probation
period ends they will be issued with enough uniform to allow the items
to be laundered with the dry cleaners. Please note the "Bluey" cannot
be sent to the dry cleaners. All company issued uniforms will be of
Australian workplace standards.
63. Workplace Conduct
63.1 General
The Parties are committed to dealing with the matters of inappropriate
conduct and poor employment performances in a fair, equitable and
responsible manner.
63.2 Code of Conduct
63.2.1 The TDSF Code of Conduct sets out acceptable conduct at work for
its Employees.
63.2.2 The Parties agree that each Employee will comply with the TDSF Code
of Conduct.
63.3 Equity and Diversity Policy: Harassment Prevention
63.3.1 The Parties are committed to ensuring a work environment free from
harassment and a work environment which promotes the achievement
of equality, access and elimination of discrimination in employment.
63.3.2 The Parties agree that each Employee will comply with the
Harassment and Prevention Policy. The Parties agree that each
Employee will comply with the Equity and Diversity Policy.
Cir transc1ev 43
SYDNEY FERRIES
Thankday Sydney Ferries Balmain Shibyan! "redes Staff Agreement 2023 89.2 Code of Conduct
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 (d) 5 pairs of socks per year; (e) One battle type jacket every 3 years (drill jacket or bluey) (f) One pair of safety shoes per year; g) One work issued hat and/or beanie (h) One high visibility pullover-polar fleece jumper and/or polar s vest Wet weather gear (jacket and/or pants) will be issued on a wear and tear basis (j) Gum boots issued to those staff who also work in the dock and require them as part of their duties. (k) Any items that require replacement due to wear and tear prior to the issue will need to be presented to the supervisor to whether a re- order is to be requested. 62.2 In circumstances where excessively dirty work is involved the employer will continue to provide overalls, in addition to standard issue, as a temporary issue and such will be laundered, free of charge, by the employer. 62.3 The employer will launder issued work clothing free of charge. New employees will be issued with 3 of (a) and (c). When their probation period ends they will be issued with enough uniform to allow the items to be laundered with the dry cleaners. Please note the "Bluey" cannot be sent to the dry cleaners. All company issued uniforms will be of Australian workplace standards. 63. Workplace Conduct 63.1 General The Parties are committed to dealing with the matters of inappropriate conduct and poor employment performances in a fair, equitable and responsible manner. 63.2 Code of Conduct 63.2.1 The TDSF Code of Conduct sets out acceptable conduct at work for its Employees. 63.2.2 The Parties agree that each Employee will comply with the TDSF Code of Conduct. 63.3 Equity and Diversity Policy: Harassment Prevention 63.3.1 The Parties are committed to ensuring a work environment free from harassment and a work environment which promotes the achievement of equality, access and elimination of discrimination in employment. 63.3.2 The Parties agree that each Employee will comply with the Harassment and Prevention Policy. The Parties agree that each Employee will comply with the Equity and Diversity Policy. transdev SYDNEY FERRIES 43
Tcansdev Sydney Fecdes Balmain Shipyacd Tcades Staff Agceement 2023 @
64. Fitness for Work
TDSF has a duty of care to provide a safe work environment and to protect the
health, safety and welfare of its Employees.
TDSF Employees similarly have a duty of care for their own safety, the safety of
the people they work with and the general public in the community in which they
work.
64.1 In the event an Employee fails to meet any medical requirements and
unable to perform their substantive position, the TDSF Return to Work
and the TDSF Medical Retirement Procedures shall apply.
64.2 The Parties shall also meet to reach agreement, in the circumstances of
each individual case, on the future employment and/or medical
retirement entitlements of the Employee concerned.
Union consultation will form part of the above process
64.3 Medical Retirement Procedure
TDSF has devised a Medical Retirement Procedure to ensure TDSF takes
the appropriate action where the health of an Employee prevents them
from undertaking their role or endangers the health and safety of others.
64.4 Union consultation will form part of the above process
65 . Drugs and Alcohol
65.1 TDSF has implemented a Drug and Alcohol Policy. All Employees will
abide by the policy and comply with the TDSF Drug and Alcohol
Procedure;
65.2 Employees bound by the Agreement are classified as Transport Safety
Employees under the Passenger Transport Act 1990 (NSW) and as such
are subject to:
(a) Random testing;
(b) Reasonable cause testing; and
(c) Post incident testing,
for drugs and alcohol.
65.3 Without limiting the means by which the Employer may test any person
for the presence of drugs or alcohol,
65.4 In accordance with TDSF Drug and Alcohol Policy and Procedure, TDSF
Employees who test positive to alcohol or drugs will be subject to TDSF
disciplinary procedures.
65.4.1 TDSF will offer and provide support to employees who test positive
to alcohol or drugs through the company preferred Employee Assistance
program for the employee and the family members.
Cir transd£» 44
SYDNEY FERRIES
re stev Sydney Ferries Balmain Salpyerd Trades Stan Agreement 2023 56,3 Musicel Retirement Frecodure
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 64. Fitness for Work TDSF has a duty of care to provide a safe work environment and to protect the health, safety and welfare of its Employees. TDSF Employees similarly have a duty of care for their own safety, the safety of the people they work with and the general public in the community in which they work. 64.1 In the event an Employee fails to meet any medical requirements and unable to perform their substantive position, the TDSF Return to Work and the TDSF Medical Retirement Procedures shall apply. 64.2 The Parties shall also meet to reach agreement, in the circumstances of each individual case, on the future employment and/or medical retirement entitlements of the Employee concerned. Union consultation will form part of the above process 64.3 Medical Retirement Procedure TDSF has devised a Medical Retirement Procedure to ensure TDSF takes the appropriate action where the health of an Employee prevents them from undertaking their role or endangers the health and safety of others. 64.4 Union consultation will form part of the above process 65. Drugs and Alcohol 65.1 TDSF has implemented a Drug and Alcohol Policy. All Employees will abide by the policy and comply with the TDSF Drug and Alcohol Procedure; 65.2 Employees bound by the Agreement are classified as Transport Safety Employees under the Passenger Transport Act 1990 (NSW) and as such are subject to: a Random testing; b Reasonable cause testing; and (c) Post incident testing, for drugs and alcohol. 65.3 Without limiting the means by which the Employer may test any person for the presence of drugs or alcohol, 65.4 In accordance with TDSF Drug and Alcohol Policy and Procedure, TDSF Employees who test positive to alcohol or drugs will be subject to TDSF disciplinary procedures. 65.4.1 TDSF will offer and provide support to employees who test positive to alcohol or drugs through the company preferred Employee Assistance program for the employee and the family members. transdev SYDNEY FERRIES 44
Transdev Sydney fe,des Balmaln Shlpyacd Tcades Staff Agceemeot 2023 @
65.4.2 TDSF will also support, if the employee wishes to use a Union/s
preferred Assistance Program e.g Foundation House
66. Employee Counselling
TDSF offers its Employees counselling for personal and work-related problems.
Trauma assistance services are also offered to Employees in accordance with its
Employee Assistance Program.
TDSF will also support, if the employee wishes to use a Union/s preferred
Assistance Program e.g Foundation House
67. Pregnancy at Work Policy
TDSF is committed to supporting is pregnant Employees at work and providing
them with a safe and healthy working environment through the Pregnancy at Work
Policy, Procedure and working Instructions.
68. Personal Items Compensation
Where an Employee sustains damage to, or loss of, their personal effects the
Employer shall reimburse the Employee for damage or loss to personal effects
subject to the following:
Compensation shall be limited to a maximum for any single item as follows:
From From From From
at date of
Commencement 21.04.2024 21.04.2025 21.04.2026
(Backdated to 21.4.2023)
$825 $862 $897 $933
Compensation shall only be paid for personal effects which may reasonably be
required by the Employee for the performance on their duties. Compensation will
not be paid in respect to items supplied from the Employer.
69. Expenses
69.1 TDSF will reimburse an Employee any approved expenses reasonably
incurred by them in the service or interest of the TDSF.
69.2 If there is no agreement on the reimbursement of expenses between the
TDSF and Employee, then the matter will be the subject to the Dispute
Resolution Procedures contained in this Agreement.
70. Flexibility Term
70.1 The terms of this Agreement may be varied by an individual flexibility
arrangement that is genuinely agreed by the employer and an
Employee.
Cir transc1ev 45
SYDNEY FERRIES
Tranetley Syd wey Ferries Balmain Shipyard trades Staff Agreemanif 2020 From PYONEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 65.4.2 TDSF will also support, if the employee wishes to use a Union/s preferred Assistance Program e.g Foundation House 66. Employee Counselling TDSF offers its Employees counselling for personal and work-related problems. Trauma assistance services are also offered to Employees in accordance with its Employee Assistance Program. TDSF will also support, if the employee wishes to use a Union/s preferred Assistance Program e.g Foundation House 67. Pregnancy at Work Policy TDSF is committed to supporting is pregnant Employees at work and providing them with a safe and healthy working environment through the Pregnancy at Work Policy, Procedure and working Instructions. 68. Personal Items Compensation Where an Employee sustains damage to, or loss of, their personal effects the Employer shall reimburse the Employee for damage or loss to personal effects subject to the following: Compensation shall be limited to a maximum for any single item as follows: From From From From at date of Commencement 21.04.2024 21.04.2025 21.04.2026 (Backdated to 21.4.2023) $825 $862 $897 $933 Compensation shall only be paid for personal effects which may reasonably be required by the Employee for the performance on their dutics. Compensation will not be paid in respect to items supplied from the Employer. 69. Expenses 69.1 TDSF will reimburse an Employee any approved expenses reasonably incurred by them in the service or interest of the TDSF. 69.2 If there is no agreement on the reimbursement of expenses between the TDSF and Employee, then the matter will be the subject to the Dispute Resolution Procedures contained in this Agreement. 70. Flexibility Term 70.1 The terms of this Agreement may be varied by an individual flexibility arrangement that is genuinely agreed by the employer and an Employee. transdev SYDNEY FERRIES 45
T,aesdev Sydoey Ferries Balmaio Shipyacd Trades Staff Agceemeot 2023 @
70.2 TDSF must ensure that any individual flexibility arrangement entered
into under this term will result in the Employee being better off overall
than the Employee would have been if no individual flexibility
arrangement was made.
70.3 TDSF must ensure that terms of the individual flexibility agreement:
(a) Are about permitted matters under s 172 of the Act; and
(b) Are not unlawful terms under section 194 of the Act.
70.4 TDSF must ensure that any individual flexibility arrangement made
under this term, must be in writing and signed by the employer and
Employee, and if the Employee is under 18, by a parent or guardian of
the Employee;
(a) Can be terminated by either party by giving written notice of not
more than 28 days;
(b) Can be terminated at any time by the parties if they agree; and
( c) That a copy of the individual flexibility arrangement must be given to
the Employee within 14 days after it is made.
70.5 Except for the requirements for Employees under 18 in clause 61.4, the
employer must ensure that any individual flexibility arrangement made
by an employer and an Employee under this term does not require the
approval or consent of another person.
70.6 Where the employer intends to reach any individual flexibility
arrangement under this Agreement, the employer must inform in
writing, any union(s) covered by this agreement of the employer's intent
to enter such an arrangement, at least seven days prior to entering that
arrangement. When informing the union(s) under this sub-clause, the
employer must:
(a) Include details of the term(s) of the agreement and/or incorporated
award(s), and which classifications of Employees are proposed to be
subject to such an arrangement.
(b) Not disclose the name of any Employee who the employer proposes
to be subject to the individual flexibility arrangement, without the
consent of that Employee.
For the avoidance of doubt, informing union(s) under this sub-clause does
not mean that those union(s) must approve of consent to the individual
flexibility arrangement.
71. Termination and Redundancy Provisions
Redundancy Provisions
71.1 TDSF operates in a changing environment. It is required to restructure
operations and tailor its workforce to meet these changes. TDSF
Cir transCWJ 46
SYDNEY FERRIES
"Taradry Sydney Ferries Balmain Srlnye ... Trades Staff Agreement 2023 Mot chod are the name of any Ampiwee woo the amohow propones Theliacion acidi Redundanvy Previstors SHONEY FERRIES 45
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 O 70.2 TDSF must ensure that any individual flexibility arrangement entered into under this term will result in the Employee being better off overall than the Employee would have been if no individual flexibility arrangement was made. 70.3 TDSF must ensure that terms of the individual flexibility agreement: (a) Are about permitted matters under s 172 of the Act; and (b) Are not unlawful terms under section 194 of the Act. 70.4 TDSF must ensure that any individual flexibility arrangement made under this term, must be in writing and signed by the employer and Employee, and if the Employee is under 18, by a parent or guardian of the Employee; (a) Can be terminated by either party by giving written notice of not more than 28 days; (b) Can be terminated at any time by the parties if they agree; and (c) That a copy of the individual flexibility arrangement must be given to the Employee within 14 days after it is made. 70.5 Except for the requirements for Employees under 18 in clause 61.4, the employer must ensure that any individual flexibility arrangement made by an employer and an Employee under this term does not require the approval or consent of another person. 70.6 Where the employer intends to reach any individual flexibility arrangement under this Agreement, the employer must inform in writing, any union(s) covered by this agreement of the employer's intent to enter such an arrangement, at least seven days prior to entering that arrangement. When informing the union(s) under this sub-clause, the employer must: (a) Include details of the term(s) of the agreement and/or incorporated award(s), and which classifications of Employees are proposed to be subject to such an arrangement. (b) Not disclose the name of any Employee who the employer proposes to be subject to the individual flexibility arrangement, without the consent of that Employee. For the avoidance of doubt, informing union(s) under this sub-clause does not mean that those union(s) must approve of consent to the individual flexibility arrangement. 71. Termination and Redundancy Provisions Redundancy Provisions 71.1 TDSF operates in a changing environment. It is required to restructure operations and tailor its workforce to meet these changes. TDSF transdev SYDNEY FERRIES 46
Tcansde, Sydney Ferries Balmain Shipyacd Tcades Staff Agceement 2023 @
strategies for managing its Employees during these changes affect its
ability to attract and retain a skilled loyal workforce.
71.2 TDSF will offer redundancy provisions to displaced Employees in
accordance with this clause.
71.3 Entitlements for displaced Employees are as follows:
(a) 4 weeks' notice or payment in lieu;
(b) Severance pay at the rate of 3 weeks per year of continuous service
with a maximum of 52 weeks;
( c) In relation to an Employee who has between one year and two years'
continuous service and who is made compulsorily redundant, TDSF
will not pay the Employee less than the redundancy pay required by
the National Employment Standards in the particular circumstances.
(d) An additional 1 week's notice or pay in lieu for Employees aged 45 or
over, with 5 or more years of completed service;
( e) The benefit allowable as a contributor to a retirement fund;
(f) Pro rata annual leave loading in respect of leave accrued at the date
of termination;
(g) Pro rata payment for incomplete years of service on a quarterly basis.
71.4 If an offer of voluntary redundancy is accepted within 2 weeks of the
offering being made, the employment is terminated with the time
nominated by TDSF, the following additional payments will be made:
(a) An additional 10 weeks' pay; and
(b) A payment of $5,000 (subject to tax); and
(c) Up to $5,000 toward outplacement services.
71.5 Compulsory Redundancy
The Employer gives an assurance that no Employee will be made
compulsorily redundant for a period of two years after the date of
commencement of this Agreement. In all cases the Employer commits to
exploring all redeployment options which will include assisting excess
Employees to find suitable potential employment with either parent firm.
In all cases the Employer will look to manage severances by:
(a) Natural attrition as a first step once redeployment options have been
exhausted;
(b) Voluntary redundancy options will be exhausted prior to effecting a
compulsory redundancy.
71.6 Employees who are made redundant after the date of commencement
of this agreement will receive redundancy pay as calculated above and
based on the rates effective from 21 April 2023 Payslip
Cir transd£w 47
SYDNEY FERRIES
Transdev Sydney rettes Balmain Shipyard fraues Staff Agreerient 2023
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 strategies for managing its Employees during these changes affect its ability to attract and retain a skilled loyal workforce. 71.2 TDSF will offer redundancy provisions to displaced Employees in accordance with this clause. 71.3 Entitlements for displaced Employees are as follows: (a) 4 weeks' notice or payment in lieu; (b) Severance pay at the rate of 3 weeks per year of continuous service with a maximum of 52 weeks; (c) In relation to an Employee who has between one year and two years' continuous service and who is made compulsorily redundant, TDSF will not pay the Employee less than the redundancy pay required by the National Employment Standards in the particular circumstances, d) An additional 1 week's notice or pay in lieu for Employees aged 45 or over, with 5 or more years of completed service; (e) The benefit allowable as a contributor to a retirement fund; (f) Pro rata annual leave loading in respect of leave accrued at the date of termination; (g) Pro rata payment for incomplete years of service on a quarterly basis. 71.4 If an offer of voluntary redundancy is accepted within 2 weeks of the offering being made, the employment is terminated with the time nominated by TDSF, the following additional payments will be made: (a) An additional 10 weeks' pay; and (b) A payment of $5,000 (subject to tax); and (c) Up to $5,000 toward outplacement services. 71.5 Compulsory Redundancy The Employer gives an assurance that no Employee will be made compulsorily redundant for a period of two years after the date of commencement of this Agreement. In all cases the Employer commits to exploring all redeployment options which will include assisting excess Employees to find suitable potential employment with either parent firm. In all cases the Employer will look to manage severances by: (a) Natural attrition as a first step once redeployment options have been exhausted; (b) Voluntary redundancy options will be exhausted prior to effecting a compulsory redundancy. 71.6 Employees who are made redundant after the date of commencement of this agreement will receive redundancy pay as calculated above and based on the rates effective from 21 April 2023 Payslip transdev SYDNEY FERRIES 47
Tcansdev Sydney Fe,ries Balma;n Shlpyacd Tcades Staff Agceement 2023 @
I
I
~
72. Notice
72.1 TDSF will give the following notice if it terminates an Employee's
employment:
Employee's period of continuous
Period service with the employer at the end of Notice
the day the notice is given
1 Not more than 1 year 1 week
-
2
More than 1 year but not more than 3
years
2 weeks
- -
r 3
More than 3 years but not more than 5 3 weeks
years
-
4 More than 5 years 4 weeks
TDSF will increase the notice period by 1 week if the Employee is over 45 years
old and has completed at least 2 years continuous service at the end of the day
the notice is given.
72.2 TDSF is entitled to pay a Permanent Employee in lieu of notice based on
the Employee's salary set out in this Agreement.
72.3 A Permanent Employee will offer TDSF written notice of termination of 2
weeks duration.
73. Facilities
TDSF will provide reasonable facilities including lockers, drinking and boiling
water, tea, coffee, milk, heating, cooking and ventilation and rest facilities.
74. Recognition of Service
Employees who are employed under this Agreement and apply for positions
elsewhere within TDSF and are successful, will on commencing the new position
have their start date at Balmain Shipyard recognised by TDSF for the purpose of
service continuity, long service leave, and other entitlements.
75. Superannuation
75.1 The Employer recognises superannuation schemes including the following:
(a) Aware Super - NSW; {Default)
(b) State Authorities Superannuation Scheme (SASS) - NSW;
(c) State Superannuation Scheme (SSS) - NSW;
(d) Australian Super Pty Ltd -
(e) Cbus Super Fund
75 .2 Employees will only become a member of a default fund in circumstances
where they have elected not to exercise their choice of fund.
75.3 The Employer shall pay 10.5% the amount of earnings/salary prescribed
in order to avoid charge under the Superannuation Guarantee Charge
Act 1992 (Cth) into the Employee's nominated superannuation fund.
Cir transctev 48
SYDNEY FERRIES
Employee's perad of continuous Perios serving wiet the crap over at the end av the day the retice & given SYDNEY FEILALES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 LO 72. Notice 72.1 TDSF will give the following notice if it terminates an Employee's employment: Employee's period of continuous Period service with the employer at the end of Notice the day the notice is given 1 Not more than 1 year 1 week 2 More than 1 year but not more than 3 years 2 weeks 3 More than 3 years but not more than 5 years 3 weeks 4 More than 5 years 4 weeks TDSF will increase the notice period by 1 week if the Employee is over 45 years old and has completed at least 2 years continuous service at the end of the day the notice is given. 72.2 TDSF is entitled to pay a Permanent Employee in lieu of notice based on the Employee's salary set out in this Agreement. 72.3 A Permanent Employee will offer TDSF written notice of termination of 2 weeks duration. 73. Facilities TDSF will provide reasonable facilities including lockers, drinking and boiling water, tea, coffee, milk, heating, cooking and ventilation and rest facilities. 74. Recognition of Service Employees who are employed under this Agreement and apply for positions elsewhere within TDSF and are successful, will on commencing the new position have their start date at Balmain Shipyard recognised by TDSF for the purpose of service continuity, long service leave, and other entitlements. 75. Superannuation 75.1 The Employer recognises superannuation schemes including the following: (a) Aware Super - NSW; (Default) (b) State Authorities Superannuation Scheme (SASS) - NSW; (c) State Superannuation Scheme (SSS) - NSW; (d) Australian Super Pty Ltd - (e) Cbus Super Fund 75.2 Employees will only become a member of a default fund in circumstances where they have elected not to exercise their choice of fund. 75.3 The Employer shall pay 10.5% the amount of earnings/salary prescribed in order to avoid charge under the Superannuation Guarantee Charge Act 1992 (Cth) into the Employee's nominated superannuation fund. Of transdev SYDNEY FERRIES 48
Transdev Sydney Fen-;es Balma;n si,;pyanl Tcades Staff Agceement 2023 @
75.4 In the case of SASS (Defined Benefit Fund) contributions on salary and
will be in accordance with the trust deed.
75.5 The Employer will forward all Employer and Employee contributions at
the rate it accrued at the end of each month with any additional salary
sacrifice amounts to the nominated fund.
75.6 Arrangements for salary sacrifice for an Employee's contributions to a
fund are:
(a) Employees may salary sacrifice their contribution to the fund to which
the Employer contributes and any additional amount to an Employee
nominated accumulation fund to the maximum allowed by
Superannuation and Taxation laws.
(b) The amount of salary sacrifice may be varied by giving reasonable
notice by the Employee.
75.7 For the purpose of this clause salary includes any allowances allowed
under taxation or superannuation laws.
75.8 If at any time that while an Employee's election to salary sacrifice
superannuation is in force, there are material changes in taxation or
superannuation laws, practices or rulings that materially alter the benefit
to the Employee or the cost to the Employer of acting in accordance with
the election, either the Employee or the Employer may, upon one
month's notice in writing, terminate the election.
75.9 Stapling legislation requires employers to make super guarantee (SG)
contributions to their new employee's existing super fund unless
otherwise instructed. The employee can still choose to join the
employer's default fund or another eligible fund.
75. lO increases in the prevailing Superannuation Contributions will be linked
to legislative increases under superannuation guarantee legislation.
76. Right to Disconnect
76.1 The Employer will respect Employees' time outside of normal hours of
work, including periods of absence on approved leave.
76.2 Nothing in this clause will preclude the Employer from contacting
Employees to comply with any obligations under law or this Agreement.
(Examples include providing pay slips, notifications of shift changes,
genuine welfare checks.)
76.3 Those employees who wish to be contacted for any work outside the
rostered hours of work will be on an agreed list to be contacted for any
additional work due to business requirements.
(iftransd£W 49
SYDNEY FERRIES
Transdev Syoney Ferries Bulmein Shipyard Tades Steff Agreement 3023 Will Be in artomMunice With the truet dend. moldes by the Erniplowde. VYDILEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 75.4 In the case of SASS (Defined Benefit Fund) contributions on salary and will be in accordance with the trust deed. 75.5 The Employer will forward all Employer and Employee contributions at the rate it accrued at the end of each month with any additional salary sacrifice amounts to the nominated fund. 75.6 Arrangements for salary sacrifice for an Employee's contributions to a fund are: (a) Employees may salary sacrifice their contribution to the fund to which the Employer contributes and any additional amount to an Employee nominated accumulation fund to the maximum allowed by Superannuation and Taxation laws. (b) The amount of salary sacrifice may be varied by giving reasonable notice by the Employee. 75.7 For the purpose of this clause salary includes any allowances allowed under taxation or superannuation laws. 75.8 If at any time that while an Employee's election to salary sacrifice superannuation is in force, there are material changes in taxation or superannuation laws, practices or rulings that materially alter the benefit to the Employee or the cost to the Employer of acting in accordance with the election, either the Employee or the Employer may, upon one month's notice in writing, terminate the election. 75.9 Stapling legislation requires employers to make super guarantee (SG) contributions to their new employee's existing super fund unless otherwise instructed. The employee can still choose to join the employer's default fund or another eligible fund. 75.10Increases in the prevailing Superannuation Contributions will be linked to legislative increases under superannuation guarantee legislation. 76. Right to Disconnect 76.1 The Employer will respect Employees' time outside of normal hours of work, including periods of absence on approved leave. 76.2 Nothing in this clause will preclude the Employer from contacting Employees to comply with any obligations under law or this Agreement. (Examples include providing pay slips, notifications of shift changes, genuine welfare checks.) 76.3 Those employees who wish to be contacted for any work outside the rostered hours of work will be on an agreed list to be contacted for any additional work due to business requirements. transdev SYDNEY FERRIES 49
Transdev Sydney Ferries Balmaln Shlpyan! Trades Staff Agreement 2023 @
Signatories to the Agreement
Signed for and on behalf of Transdev Sydney Ferries by Manager with delegated
authority to bargain for and sign this agreement on behalf of Transdev Sydney
Ferries Pty Ltd
Signed for and on behalf of TDSF
Full Name: .,Jos'"i-WA .Ag_u1..-
4
Title: (; \V) iJ~o{(' £ C,Jk"e._ - f.,V1pGI/_; · ~ Q~lU\.\dl-v;,
I ,l ,')r o~
Address: ~ ,/, JL I ADO &V}(,\1,,.- .ut)C t . /~1;--1,,.,u.ll, r ,;1,,Ld_) J;,rci,,1,21·
Explanation of
Authority:
Signature:
Witness:
Full Name:
Date:
z u
- ~-b I
( •• ·.-..,. ' ' (' \\ \ ('J ~-- '
- ~· t, ,._ .... , \ \\ '\;.._ " '
• .. ~\
14-l ~/ t\
Signed for and on behalf of the "Automotive, Food, Metals, Engineering, Printing
and Kindred Industries Union" known as the Australian Manufacturing Workers'
Union (AMWU) by representative with delegated authority to bargain for and sign
this agreement on behalf of the AMWU
C if transdeJ
Full Name: Cory Wright
Title:
State Secretary
Address: 133 Parramatta Road Granville NSW 2142
Explanation of
Authority: Union b,argain) ng representative
, -1 / / '-/ ------------------ ,.. --:-(7i / ,
Signature: / . /_/ / .------- !
,. ·"'-,.. ,,_v --=l '--- _ ___,1_-1,• _ __.,,,,~-..,.._ ____________ _
-i_,.., \ l/ \ ,_; --------·----)
Witness: c:-~~~~==--':...-- -✓
Full Name: Katie Gillen
Date:
31 August 2023
"::',,
cvn1ur::v r-r::nn1r::c- 50
Tranaday Sydney Pertes las maln Shipyard Trades Staff Agreement 2023
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 Signatories to the Agreement Signed for and on behalf of Transdev Sydney Ferries by Manager with delegated authority to bargain for and sign this agreement on behalf of Transdev Sydney Ferries Pty Ltd Signed for and on behalf of TDSF Full Name: JOSHUA ARUL Title: GM People & Culture - Employee Relations Address: Level 2, 100 Banangaw Mr. Barangaus Sydney Explanation of Authority: Authorised Delegate Signature: Witness: Full Name: Cong Brech. Date: 24/8/23 Signed for and on behalf of the "Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union" known as the Australian Manufacturing Workers' Union (AMWU) by representative with delegated authority to bargain for and sign this agreement on behalf of the AMWU Full Name: Cory Wright Title: State Secretary Address: 133 Parramatta Road Granville NSW 2142 Explanation of Authority: Union bargaining representative Signature: Witness: Full Name: Katie Gillen Date: 31 August 2023 transdev 50
T""" '" Sylo,c y fem,-, a,,,., ,.,, ., S l,,py,I T, ,,dcs St.,rr Agecmeo,t W 23 ~
Signed for and on behalf of the Construction, Forestry, Maritime, Mining and
Energy Union (CFMMEU) by representative with delegated authority to bargain for
and sign this agreement on behalf of the CFMMEU
Full Name: Darren Greenfield
Title: State Secretary
Address: 2/63 MILLER ST PYRMONT NSW
---- - --------- - ·-·---· - ------ -
Explanation of
Authority: Bargaining Representative
•
Signature:-•~ -----~----
Witness: ~ .
Full Name: Rita Mallia
Date:
Signed for and on behalf of the Communications, Electrical, Electronic, Energy,
Information, Postal, Plumbing and Allied Services Union of Australia (the
CEPU)/Electrical Trades Division by representative with delegated authority to
bargain for and sign this agreement on behalf of the CEPU
Full Name: F R[/J 8A/?..3i/J
Title: ;1/J.W /1-M IS f71JJT .J ECl{!t?T,1/f 1/1
Address: Level S, 5 -:;i) p,'f/ ~'/ S,'jl)/IJ[y )\)JI/'/
Explanation of _ -, _
Authority: () F/-1Cc- /{
l
Signature~t ~ _
-=
Witness:
Full Name:
'--7f transcte.v
SYDNEY FERRIES
Date:
I I
51
"Tensiles Sydney T'enles Baliallt Ehijverdi Trades staff Agreement 2023
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 Signed for and on behalf of the Construction, Forestry, Maritime, Mining and Energy Union (CFMMEU) by representative with delegated authority to bargain for and sign this agreement on behalf of the CFMMEU Full Name: Darren Greenfield Title: State Secretary Address: 2/63 MILLER ST PYRMONT NSW Explanation of Authority: Bargaining Representative Signature: Witness: Full Name: Rita Mallia Date: 29/8/23 Signed for and on behalf of the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (the CEPU)/Electrical Trades Division by representative with delegated authority to bargain for and sign this agreement on behalf of the CEPU Full Name: FRED BARBIN Title: NOW ASSISTANT SECRETARY Address: Level 5, 370 PiH St SYDNEY NOW Explanation of Authority: OFFICER Signat GB Witness: Full Name: ARMEN AGHAZARIAN Date: 31/08/23 transdev SYDNEY FERRIES 51
r-~-...--:- ~--...-- , __ 4_,.._ ·~.--.-.. ----- :--•• ~ .-,-- . ~ -- ----- .....
Transdev Sydney Ferries 'Baima in Shipyard Trades Staff Agreement 2023
Signed for and on behalf of the Communications, Electrical, Electronic, Energy,
Information, Postal, Plumbing and Allied Services Union of Australia (the
CEPU)/Plumbing Division by representative with delegated authority to bargain for
and sign this agreement on behalf of the CEPU
G · transCWJ
Full Name:
Title:
Address:
Explanation of
Authority:
Signature:
Witness:
Full Name:
Date:
C:.Vnl\lCV CCDDICC
01 Seg+evV1he/
52
'
Thansday Sydney Ferries animaln Shipyard Tredes Staff Agreement 2123
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 Signed for and on behalf of the Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (the CEPU)/Plumbing Division by representative with delegated authority to bargain for and sign this agreement on behalf of the CEPU Full Name: Theo Samartzopoulos Title: State Secretary Address: Shop1, 111 Mcevoy St Alexandria NSW 2015 Explanation of Authority: Authorisen EXECUTIVE Signature: Witness: Full Name: CONSTANTINOS TSIANOULAS Date: 01 September 2023 transdev CVANEV CEDDIEC 52
Tcansdev Sydney Femes Balmaln Shlpyacd Tcades Staff Agceement 2023 @
Annexure A
SRA and Trades Staff Levels and Com etencies
Level
5
' Level
6
Assistant
Trade
Assistant
' Trade
! Level Assistant
j 7
1
Trade
Level
9
Tradesperson
Level , Tradesperson :
10
Level Tradesperson !
11
Cir transciP»
SYDNEY FERRIES
• Shows initiative and undertakes work as directed individually or as
part of a team member
• Performs vessel presentation duties and other general yard duties as required
• Ability to learn basic computer/digital functions
• Good communication and writing skills
• Ability to learn inventory/store procedures including but not limited to INFOR
• Maintains sim le records
• Works under direct supervision either individually or as part of a team
• Performs all tasks of level 1
• Operates a variety of hand or power tools appropriate to this level
• Operates lifting equipment
• High pressure water blasting (class a)
• Assists in the docking and undocking of ships
• Is conversant with inventory/store procedures and including but not
limited to INFOR
• Performs all tasks of level 1 and 2
• Performs all tasks with minimum supervision
• Operates a variety of hand or power tools appropriate to this level
• Coordinates work in a team and or individually
• Basic mechanical skills
• Rigging (certified)
• Operate plant appropriate to level
• High pressure water blasting (class b)
• Refuellin
• Performs all tasks of level 1 and 2
• May be directed to undertake quality control/assurance of their work
and the work of others
• Operate plant appropriate to level
• High pressure water blasting (class b)
• Refuellin ?
• Holds a Trade Certificate
• Understand and is able to interpret relevant drawings
• Has the ability to learn about marine technology
• Performance specialised Marine work and or work alongside
machinery rated to core skills under supervision and guidance
• Be able to carry out simple diagnostic procedures
• Ability to learn basic computer/digital functions
• Demonstrate, application and understanding of the work organisation
and practice shipyard performs housekeeping duties and accepts
res onsibilit for ualit control standards
• Performs all tasks of level 1
• Performs most tasks without supervision
• Performs work incidental to their trade across streams to enhance
and utilise the core skills of their trade
• Perform specialised marine work and work on complex machinery
/equipment with minimum supervision
• Undertakes repairs and services with minimum supervision
• Provides trade uidance and assistance
• Performs all tasks of level 1 and 2
• Performs tasks without supervision
• Capable of diagnostic
• Provide technical guidance
• Show initiative and exercises judgement
• Perform work in a related trade which is incidental or peripheral to
base trade to allow corn letion of a whole task
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 Level Assiste IT Ayar Assistant Leve rade Provides trone guidance ant ganistanes zase trade mo # low consoleilon, of a warble tasi SYDNEY PERMIE
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 Annexure A SRA and Trades Staff Levels and Competencies Level Assistant · Shows initiative and undertakes work as directed individually or as 5 Trade part of a team member . Performs vessel presentation duties and other general yard duties as required Ability to learn basic computer/digital functions Good communication and writing skills . Ability to learn inventory/store procedures including but not limited to INFOR Maintains simple records Level Assistant Works under direct supervision either individually or as part of a team 6 Trade Performs all tasks of level 1 Operates a variety of hand or power tools appropriate to this level Operates lifting equipment High pressure water blasting (class a) Assists in the docking and undocking of ships Is conversant with inventory/store procedures and including but not limited to INFOR . Level Assistant Performs all tasks of level 1 and 2 7 Trade Performs all tasks with minimum supervision . . Operates a variety of hand or power tools appropriate to this level Coordinates work in a team and or individually Basic mechanical skills Rigging (certified) Operate plant appropriate to level High pressure water blasting (class b) Refuelling . Level Senior Performs all tasks of level 1 and 2 8 Assistant May be directed to undertake quality control/assurance of their work Trade and the work of others Operate plant appropriate to level High pressure water blasting (class b) . Refuelling? Level Tradesperson Holds a Trade Certificate Understand and is able to interpret relevant drawings Has the ability to learn about marine technology Performance specialised Marine work and or work alongside machinery rated to core skills under supervision and guidance Be able to carry out simple diagnostic procedures Ability to learn basic computer/digital functions Demonstrate, application and understanding of the work organisation and practice shipyard performs housekeeping duties and accepts responsibility for quality control standards Level Tradesperson Performs all tasks of level 1 10 Performs most tasks without supervision · Performs work Incidental to their trade across streamns to enhance and utilise the core skills of their trade . Perform specialised marine work and work on complex machinery /equipment with minimum supervision Undertakes repairs and services with minimum supervision Provides trade guidance and assistance Level Tradesperson Performs all tasks of level 1 and 2 11 Performs tasks without supervision Capable of diagnostic Provide technical guidance Show initiative and exercises judgement Perform work in a related trade which is incidental or peripheral to base trade to allow completion of a whole task transdev SYDNEY FERRIES
I
Tcansdev Sydney Ferr;es Balma;n Sh;pyad Tcades Staff Agceement 2023 @
Classification
Level 1
Level 2
Level 3
Level 4
Level 5
Level 6
Level 7
Level 8
Level 9
Level 10
Level 11
Classification
Description
Apprentice
Year 1
Apprentice
Year 2
Apprentice
Year 3
Apprentice
Year 4
Assistant
Trade
Assistant
Trade
Assistant
Trade
Senior
Assistant
Trade
Tradesperson
Tradesperson
Tradesperson
Annexure B
First Full
Pay Period
(FFPP)
Prior to after 21
Commencement April 2023
Quantum
4.50%
$511.78 $534.81
$670.21 $700.37
$913.76 $954.88
$1,072.32 $1,120.57
$1,359.65 $1,420.83
$1,413.96 $1,477.59
$1,475.91 $1,542.33
$1,613.10 $1,685.69
$1,662.84 $1,737.67
$1,800.30 $1,881.31
$1,872.46 $1,956.72
FFPP after 21
April 2024
4.50%
$558.88
$731.89
$997.85
$1,171.00
$1,484.77
$1,544.08
$1,611.73
$1,761.55
$1,815.86
$1,965.97
$2,044.77
FFPP after
21 April
2025
4%
$581.23
$761.16
$1,037.76
$1,217.84
$1,544.16
$1,605.84
$1,676.20
$1,832.01
$1,888.50
$2,044.61
$2,126.56
• These wage rates do not include the industry allowance.
FFPP after
21 April
2026
4%
$604.48
$791.61
$1,079.27
$1,266.55
$1,605.93
$1,670.08
$1,743.25
$1,905.29
$1,964.04
$2,126.40
$2,211.63
• TDSF will not pay an apprentice less than the base rate of pay that would be
payable under the Manufacturing and Associated Industries and Occupations
Award 2010
Cir transc1ev
SYDNEY FERRIES
Thatlaney Syellet Fear es Balmain Shisvari Yades Staff Agreement 2023 Fay Parinel FAPP alter 11. April 2026 Level 3 Lever 8 Levai 9 LEVE 10 8198.51 1.718.37 Level 11
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 Annexure B First Full Classification Pay Period FFPP after 21 FFPP after FFPP after (FFPP) April 2024 21 April 21 April Classification Prior to after 21 2025 2026 Description Commencement April 2023 Quantum 4.50% 4.50% 4% 4% Level 1 Apprentice Year 1 $511.78 $534.81 $558.88 $581.23 $604.48 Level 2 Apprentice Year 2 $670.21 $700.37 $731.89 $761.16 $791.61 Level 3 Apprentice Year 3 $913.76 $954.88 $997.85 $1,037.76 $1,079.27 Level 4 Apprentice Year 4 $1,072.32 $1,120.57 $1,171.00 $1,217.84 $1,266.55 Level 5 Assistant Trade $1,359.65 $1,420.83 $1,484.77 $1,544.16 $1,605.93 Level 6 Assistant Trade $1,413.96 $1,477.59 $1,544.08 $1,605.84 $1,670.08 Level 7 Assistant Trade $1,475.91 $1,542.33 $1,611.73 $1,676.20 $1,743.25 Senior Level 8 Assistant $1,613.10 $1,685.69 $1,761.55 $1,832.01 $1,905.29 Trade Level 9 Tradesperson $1,662.84 $1,737.67 $1,815.86 $1,888.50 $1,964.04 Level 10 Tradesperson $1,800.30 $1,881.31 $1,965.97 $2,044.61 $2,126.40 Level 11 Tradesperson $1,872.46 $1,956.72 $2,044.77 $2,126.56 $2,211.63 These wage rates do not include the industry allowance. TDSF will not pay an apprentice less than the base rate of pay that would be payable under the Manufacturing and Associated Industries and Occupations Award 2010 transdev SYDNEY FERRIES
Tcaosdev Sydney Fenies Bal main Shlpyacd Tcades Staff Agceement 2023 c55
Annexure C - Allowances
Allowance
Electricians Licence for holders of
I NSW Electricians Licence
Plumbers and Gasfitters (State) Award
Registration Allowance
Ship
All
Repair and Ship
-
Building
I
Prior to
Commencement
$40.86
$31.94
$24.09
First Full Pay
FFPP
Period
after 21
(FFPP} after
April
21 April
2023
2024
4.50% 4.50%
$42.70 $44.62
$33.38 $34.88
$25.17 $26.31
Ship Repair Tradesperson 's Allowances
Pa able to Trades & Trades Assistant Staff
Trades $13.41 $14.01 $14.64
Trades Assistant $10.84 $11.33 $11.84
Tool Allowance for supplying and
I maintaining tools ordinarily required
in the performance of work as a
$17.11 $17.88 $18.68
tr~desperson
First Aid Allowance (payable to j I holders of an appropriate first aid
$13.41 $14.01 $14.64
certificate appointed to perform first
aid)
- -I
Meal Allowance (payable after 2 hours
overtime and after each subsequent 4 $16.97 $27.45 $28.68
I_ hours ove~ ime)_
I Car Allowance $1.22 $1.27 $1.33
Industry Allowance
Trades $2,148.81 $2,245.51 I $2,346.55
Apprentice - 1st Year (42% of full
allowance)
$902.51 $943.11 $985.56
FFPP FFPP
after 21 after 21
April April
2025 2026
4% 4%
$46.40 $48.26
$36.27 I $37.73
I
1
$27.36 $28.45
$15.23 $15.84
$12.31 $12.80
$19.43 $20.21
I $15.23 $15.84
I $29.82 $31.01
$1.39 $1.44
$2,440.42 $2,538.03
[ I
$1,024.99 $1,065.99
Apprentice - 2nd Year (55% of full
$1,181.84 $1,235.03 I $1,290.60 I $1,342.22 I $1,395.91
allowance)
Apprentice - 3rd Year (75% of full
$1,612.76 $1,685.33 I s1,161.11 I s1,831.62 [si,9o4.89
I allowance)
Apprentice - 4th year (88% of full
$1,890.97 $1,976.06 I $2,064.99 $2,147.59 $2,233.49
allowance)
Cir transctev
SYDNEY FERRIES
Atexure ti - All wangey after 21 2026 2026 70 Skip Repair Tredesperson's Allowances (Payable to Trades & Trades Assistant Staff) $15.23 $1.22 $1.27 $1.33 $1.39 $1.44
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 Annexure C - Allowances First Full Pay FFPP FFP Allowance Prior to Period FFPP (FFPP) after after 21 after 21 after 21 Commencement 21 April April April April 2023 2024 2025 2026 4.50% 4.50% 4% 4% Electricians Licence for holders of NSW Electricians Licence $40.86 $42.70 $44.62 $46.40 $48.26 - Plumbers and Gasfitters (State) Award Registration Allowance $31.94 $33.38 $34.88 $36.27 $37.73 Ship Repair and Ship Building Allowance $24.09 $25.17 $26.31 $27.36 $28.45 Ship Repair Tradesperson's Allowances Trades $13.41 $14.01 $14.64 $15.84 Trades Assistant $10.84 $11.33 $11.84 $12.31 $12.80 Tool Allowance for supplying and - maintaining tools ordinarily required in the performance of work as a $17.11 $17.88 $18.68 $19.43 $20.21 tradesperson First Aid Allowance (payable to holders of an appropriate first aid certificate appointed to perform first $13.41 $14.01 $14.64 $15.23 $15.84 aid Meal Allowance (payable after 2 hours overtime and after each subsequent 4 $16.97 $27.45 $28.68 $29.82 $31.01 - hours overtime) Car Allowance - Industry Allowance Trades $2,148.81 $2,245.51. $2,346.55 $2,440.42 $2,538.03 Apprentice - 1st Year (42% of full allowance) $902.51 $943.11 $985.56 $1,024.99 $1,065.99 Apprentice - 2nd Year (55% of full allowance) $1,181.84 $1,235.03 $1,290.60 $1,342.22 $1,395.91 Apprentice - 3rd Year (75% of full allowance) $1,612.76 $1,685.33 $1,761.17 $1,831.62 $1,904.89 -- Apprentice - 4th year (88% of full allowance) $1,890.97 $1,976.06 $2,054.99 $2,147.59 $2,233.49 transdev SYDNEY FERRIES
Tcaosdev Sydney Ferries Balmain Shipyacd Tcades Staff Agceement 2023 555
Annexure D
Shift Roster
Shift-M-F Start location Finish location Shift-S-S Start location Finish location
Start/ Finish at CQ (location might change based
Start/ Finish at CQ (location might change based on
5:00 on business needs/changed by mutual agreement) 6:00 business needs/changed by mutual agreement)
1 x Fitters/ 1 x Electrician
1 x Fitters/ 1 x Electricians
location -As directed (location might change
13:00 based on business needs/changed by mutual 14:00 Location · As directed (location might change based
agreement)
on business needs/changed by mutual agreement)
Start/ Finish at CQ (location might change based
12:30 on business needs)
1 x Fitters/ 1 x Electrician
Location -As directed (location might change
20:30 based on business needs/changed by mutual
agreement)
Monday to Friday• 24 Hours (Shift
will commence Monday 5:00 and
finish Saturday morning 5:00am)
2 x Fitters/ 1 x Electrician Shift loading/penalties- refer to
21:00 Location -To be allocated based on business need Clause 22 Saturday/Sunday overtime will be rotated between CQ
Additional Staff· To be agreed with BSY Staff Trades/Tech Services-(! Fitter & 1 Electrician) rostered on the
Works to be undertaken morning and afternoon shifts unless changed by mutual agreement
-Minor services - 6:00 to 14:00 (a minimum roster of one overtime shift)
-Inspections
-Corrective maintenance
-Breakdowns
Start/ Finish at BSY (Can be changed by mutual
5:00 agreement)
Transport to the required location (CQ/
Barangaroo /Manly)· Work Vehicle as required
Cir transctev
SYDNEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 Annexure D Shift Roster Shift - M - F Start Location Finish Location Shift - S . S Start Location Finish Location Start / Finish at CQ (location might change based 5:00 on business needs/changed by mutual agreement) 6:00 Start / Finish at CQ (location might change based on business needs/changed by mutual agreement) 1 x Fitters / 1 x Electrician 1 x Fitters / 1 x Electricians 13:00 Location - As directed (location might change based on business needs/changed by mutual 14:00 Location - As directed (location might change based agreement) on business needs/changed by mutual agreement Start / Finish at CQ (location might change based 12:30 on business needs 1 x Fitters / 1 x Electrician Location - As directed (location might change 20:30 based on business needs/changed by mutual agreement) Monday to Friday - 24 Hours (Shift will commence Monday 5:00 and finish Saturday morning 5:00am) 2 x Fitters / 1 x Electrician Shift loading/penalties- refer to 21:00 Location - To be allocated based on business need Clause 22 Saturday/Sunday overtime will be rotated between CQ Additional Staff - To be agreed with BSY Staff Trades/Tech Services - (1 Fitter & 1 Electrician) rostered on the Works to be undertaken morning and afternoon shifts unless changed by mutual agreement - Minor services - 6:00 to 14:00 (a minimum roster of one overtime shift) Inspections - Corrective maintenance - Breakdowns Start / Finish at BSY (Can be changed by mutual 5:00 agreement) Transport to the required location (CQ / Barangaroo / Manly) - Work Vehicle as required transdev SYDNEY FERRIES
Tcaosdev Sydney Feccies Balmain Shipyacd Tcades Staff Agceement 2023 @
Annexure D
Shift Roster
Shift• M • F Start Location I Finish Location Shift· S • S Start Location I Finish Location
5:00
Start/ Finish at CQ (location might change
6:00 based on business needs/changed by mutual Start/ Finish at CQ(location might change based
agreement) on business needs/changed by mutual agreement)
1 x Fitters/ 1 x Electrician 1 x Fitters/ 1 x Electricians
13:00 Location • As directed (location might change 14:00 Location • As directed (location might change based
based on business needs/changed by mutual on business needs/changed by mutual agreement)
agreement)
Start/ Finish at CQ (location might change
12:30 based on business needs)
1 x Fitters/ 1 x Electrician
20:30 Location • As directed (location might change Monday to Friday• 24 Hours (Shift
based on business needs/changed by mutual will commence Monday 5:00 and
agreement) finish Saturday morning 5:00am)
2 x Fitters/ 1 x Electrician Shift loading/penalties- refer to
Location• To be allocated based on business Clause 22
21:00 need
Additional Staff· To be agreed with BSY Staff
Works to be undertaken
• Minor services
• Inspections
• Corrective maintenance
• Breakdowns
5:00 Start/ Finish at BSY (Can be changed by
mutual agreement)
Transport to the required location (CQ/
Barangaroo /Manly)• Work Vehicle as required
Cir transc1ev
SYDNEY FERRIES
Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023 Annexure D Shift Roster Shift - M - F Start Location Finish Location Shift - 5 -S Start Location Finish Location 5:00 Start / Finish at CO (location might change based on business needs/changed by mutual 6:00 Start / Finish at CQ (location might change based agreement) on business needs/changed by mutual agreement) 1 x Fitters / 1 x Electrician 1 x Fitters / 1 x Electricians 13:00 Location - As directed (location might change 14:00 Location - As directed (location might change based based on business needs/changed by mutual on business needs/changed by mutual agreement) agreement) Start / Finish at CQ (location might change 12:30 based on business needs) 1 x Fitters / 1 x Electrician 20:30 Location - As directed (location might change based on business needs/changed by mutual Monday to Friday - 24 Hours (Shift will commence Monday 5:00 and agreement) finish Saturday morning 5:00am) 2 x Fitters / 1 x Electrician Shift Icading/penalties- refer to Location - To be allocated based on business Clause 22 21:00 need Additional Staff - To be agreed with BSY Staff Works to be undertaken · Minor services - Inspections · Corrective maintenance · Breakdowns 5:00 Start / Finish at BSY (Can be changed by mutual agreement Transport to the required location (CQ./ Barangarco / Manly) - Work Vehicle as required transdev SYDNEY FERRIES
98622895v.1
IN THE FAIR WORK COMMISSION
Matter No: AG2023/3050
Applicant: Transdev Sydney Ferries Pty Ltd
UNDERTAKINGS
In relation to the Transdev Sydney Ferries Balmain Shipyard Trades Staff Agreement 2023
(Agreement), Transdev Sydney Ferries Pty Ltd (Transdev) undertakes pursuant to section 190 of the
Fair Work Act 2009 (Cth) that:
1. Transdev will pay all apprentices at least the base rate of pay to which they would be entitled
if the Manufacturing and Associated Industries and Occupations Award 2020 (Award) applied
to their employment.
2. Without limiting undertaking 1, Transdev will ensure that an Apprentice Year 1 who has
completed Year 12 schooling and is not entitled to adult apprentice rates receives any higher
base rate that would apply under the Award, rather than any lower rate prescribed in
Appendix B of the Agreement.
Signed for Transdev Sydney Ferries Pty Ltd by its duly authorised representative:
Joshua Arul
GM, People and Culture Employee
Relations
Transdev Sydney Ferries Pty Ltd
400 Barangaroo Avenue, Barangaroo NSW
2000
21 September 2023
