1
Fair Work Act 2009
s.185—Enterprise agreement
Icon Water Limited T/A Icon Water
(AG2023/451)
ICON WATER AND COMBINED UNIONS ENTERPRISE
AGREEMENT 2022
Water, sewerage and drainage services
COMMISSIONER LEE MELBOURNE, 30 MARCH 2023
Application for approval of the Icon Water and Combined Unions Enterprise Agreement 2022
[1] An application has been made for approval of an enterprise agreement known as the
Icon Water and Combined Unions Enterprise Agreement 2022 (the Agreement). The
application was made pursuant to s.185 of the Fair Work Act 2009 (the Act). It has been made
by Icon Water Limited T/A Icon Water. The Agreement is a single enterprise agreement.
[2] The Employer has provided written undertakings. A copy of the undertakings is
attached in Annexure A. 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. The undertakings are taken to be a term of the
agreement.
[3] Subject to the undertakings referred to above, I am satisfied that each of the
requirements of ss.186, 187, 188 and 190 as are relevant to this application for approval have
been met.
[4] The United Workers’ Union, Communications Electrical Electronic Energy
Information Postal Plumbing and Allied Services Union of Australia (CEPU), Community
and Public Sector Union, Association of Professional Engineers, Scientists and Managers
Australia, the Australian Workers’ Union and the Automotive, Food, Metals, Engineering,
Printing and Kindred Industries Union” known as the Australian Manufacturing Workers’
Union (AMWU) being bargaining representative for the Agreement, have given notice under
s.183 of the Act that they wants the Agreement to cover them. In accordance with s.201(2) I
note that the Agreement covers the organisations.
[2023] FWCA 954
DECISION
FairWork
Commission
* AUSTRALIA FairWork Commission
[2023] FWCA 954
2
[5] The Agreement is approved and, in accordance with s.54 of the Act, will operate from
6 April 2023. The nominal expiry date of the Agreement is 1 July 2025.
COMMISSIONER
Printed by authority of the Commonwealth Government Printer
AE519623 PR760739
WORK COMMISSION THE SEAL
[2023] FWCA 954
3
Annexure A
IN THE FAIR WORK COMMISSION
FWC Matter No.:
AG2023/451
Appl icant :
Icon Water Limited T/A Icon Water
Section 185 - Application for approval of a single enterprise agreement
Undertaking -Section 190
I, Gerard Bri811ey, General Manager Infrastructure Services of Icon Water have the authority
given to me by Icon Water Limited to give the following undertakings with respect to the Icon
Water and Combined Unions Enterprise Agreement 2022 ("the Agreement'):
1. Definition of a shift worker for the purposes of the NES. For the purposes of section
196 of the Fair Wol1 Act 2009, Clause 52.8 of the Agreement sets out who is a shift
worker.
2. Part-time minimum engagement. Notwithstanding Clause 16 of the Agreemen~ part
time employees are entitled to a minimum engagement of three hours per occasion.
3. Casual minimum engagement. Notwithstanding Clause 18 of the Agreement, casual
employees are entitled to a minimum engagement of two hours per occasion.
4. Electrical and Mechanical Fitter rates. Notwithstanding Schedule B Part 3 of the
Agreement, employees engaged as first year adult apprentices will receive payment
no less than what they would be entitled to under Clause 15.1 of the Water Industry
Award 2020.
5. Night shift penalty. Notwithstanding Clause 15.2 (b) of the Agreement, employees
engaged as apprentices working on a night shift will receive payment of no less than
what they would be entitled to under Clause 21.10 (b)(ii) of the Water Industry Award
2020.
These undertakings are provided on the basis of issues raised by the Fair Work Commission
in the application before the Fair Work Commission.
Lz
Signature /.7
10 March 2023
oate
IN THE FAIR WORK COMMISSION FWC Matter No .: AG2023/451 Applicant: Icon Water Limited T/A Icon Water Section 185 - Application for approval of a single enterprise agreement Undertaking - Section 190 I, Gerard Brierley, General Manager Infrastructure Services of Icon Water have the authority given to me by Icon Water Limited to give the following undertakings with respect to the Icon Water and Combined Unions Enterprise Agreement 2022 ("the Agreement"): 1. Definition of a shift worker for the purposes of the NES. For the purposes of section 196 of the Fair Work Act 2009, Clause 52.8 of the Agreement sets out who is a shift worker. 2. Part-time minimum engagement. Notwithstanding Clause 16 of the Agreement, part- time employees are entitled to a minimum engagement of three hours per occasion. 3. Casual minimum engagement. Notwithstanding Clause 18 of the Agreement, casual employees are entitled to a minimum engagement of two hours per occasion. 4 Electrical and Mechanical Fitter rates. Notwithstanding Schedule B Part 3 of the Agreement, employees engaged as first year adult apprentices will receive payment no less than what they would be entitled to under Clause 15.1 of the Water Industry Award 2020. 5. Night shift penalty. Notwithstanding Clause 15.2 (b) of the Agreement, employees engaged as apprentices working on a night shift will receive payment of no less than what they would be entitled to under Clause 21.10 (b)(ii) of the Water Industry Award 2020. These undertakings are provided on the basis of issues raised by the Fair Work Commission in the application before the Fair Work Commission. Signature 10 March 2023 Date
Icon Water and Combined Unions
Enterprise Agreement 2022
RafooJ
Undertaking Stamp
Contents
A AIMS AND PURPOSES ...................................................................................................................... 4
B TITLE AND DEFINITIONS .................................................................................................................. 4
1 Title ........................................................................................................................................................... 4
2 Interpretation and Definitions ................................................................................................................. 4
C PARTIES BOUND .............................................................................................................................. 6
3 Coverage ................................................................................................................................................... 6
D APPLICATION ................................................................................................................................... 7
4 Interaction with Schedules ....................................................................................................................... 7
5 Interaction with Award ............................................................................................................................ 7
6 Duration ................................................................................................................................................... 7
7 Agreement to be Comprehensive ............................................................................................................ 7
8 Policies and corporate procedures ........................................................................................................... 7
9 Anti-discrimination ................................................................................................................................... 7
10 Support for victims of domestic violence ................................................................................................. 8
11 Joint Consultative Committee .................................................................................................................. 8
12 Consultation Provisions ............................................................................................................................ 8
E EMPLOYMENT OPTIONS ............................................................................................................... 10
13 Day workers ............................................................................................................................................ 10
14 Shift workers .......................................................................................................................................... 10
15 Shift penalties ......................................................................................................................................... 10
16 Permanent part time employees ........................................................................................................... 11
17 Transition to retirement ......................................................................................................................... 11
18 Casual employment ................................................................................................................................ 11
19 Maximum Term Employment................................................................................................................. 12
20 Probation ................................................................................................................................................ 12
21 Recruitment and Selection ..................................................................................................................... 13
22 Contractors ............................................................................................................................................. 13
23 Contract of Employment ........................................................................................................................ 13
24 Flexible work ......................................................................................................................................... 13
25 Individual Flexibility ................................................................................................................................ 14
F REMUNERATION ........................................................................................................................... 16
26 Payment of Salary................................................................................................................................... 16
27 Salary Increases ...................................................................................................................................... 16
28 Recovery of Overpayment ...................................................................................................................... 16
29 Underpayment ....................................................................................................................................... 16
30 Payment for training outside normal working hours ............................................................................. 17
31 Salary structure ...................................................................................................................................... 17
32 Salary Progression .................................................................................................................................. 18
33 Mixed Functions (Higher Duties) Allowance .......................................................................................... 19
34 Electrical Licence Allowance ................................................................................................................... 20
35 Isolated Establishment Allowance.......................................................................................................... 20
36 Reimbursement for Use of Private Vehicle ............................................................................................ 21
37 Business Travel ....................................................................................................................................... 21
38 Salary Sacrifice ........................................................................................................................................ 22
39 Superannuation ...................................................................................................................................... 22
40 Income protection .................................................................................................................................. 24
G HOURS OF WORK .......................................................................................................................... 26
41 Standard Hours of Work ......................................................................................................................... 26
42 Meal breaks ............................................................................................................................................ 27
43 Rest Breaks ............................................................................................................................................. 27
44 Hand-over ............................................................................................................................................... 27
45 Overtime................................................................................................................................................. 28
46 Purchased Leave Scheme ....................................................................................................................... 29
47 First Aid Allowance ................................................................................................................................. 29
48 On-call allowance ................................................................................................................................... 29
49 Payment for call out ............................................................................................................................... 30
50 Time Off in Lieu ...................................................................................................................................... 30
51 Use of Company Vehicles ....................................................................................................................... 30
H LEAVE ............................................................................................................................................ 32
52 Annual Leave .......................................................................................................................................... 32
53 Entitlement to cash out Annual Leave ................................................................................................... 32
54 Personal/Carers Leave ............................................................................................................................ 33
55 Compassionate leave ............................................................................................................................. 34
56 Professional Development Leave ........................................................................................................... 34
57 Leave to obtain financial advice ............................................................................................................. 35
58 Long Service Leave ................................................................................................................................. 35
59 Parental leave ......................................................................................................................................... 36
60 Other leave ............................................................................................................................................. 39
61 Unauthorised Absence ........................................................................................................................... 40
62 Special Leave .......................................................................................................................................... 40
63 Jury Service ............................................................................................................................................. 40
64 Public Holidays ....................................................................................................................................... 40
I TRAINING AND DEVELOPMENT .................................................................................................... 42
65 General ................................................................................................................................................... 42
66 Engineer registration ............................................................................................................................. 42
67 Payment for maintaining Chartered Status ............................................................................................ 43
68 Competency Framework ........................................................................................................................ 43
69 Apprentices and Dedicated Training Positions ....................................................................................... 46
J HEALTH, SAFETY AND ENVIRONMENT (HSE) ................................................................................ 47
70 HSE System ............................................................................................................................................. 47
71 Consultation and Notification ................................................................................................................ 47
72 Rehabilitation ......................................................................................................................................... 47
73 Inclement Weather Provisions ............................................................................................................... 48
K TERMINATION OF EMPLOYMENT ................................................................................................. 50
74 Notice of Termination by Icon Water ..................................................................................................... 50
75 Notice of termination by employee ....................................................................................................... 51
76 Time off during notice period ................................................................................................................. 51
77 Unused Personal Leave Payout .............................................................................................................. 51
L REDUNDANCY ............................................................................................................................... 52
78 Consultation ........................................................................................................................................... 52
79 Voluntary Retrenchment ........................................................................................................................ 53
80 Involuntary Retrenchment ..................................................................................................................... 55
81 Leave and Expenses to Seek Employment ............................................................................................. 56
82 Re-employment ...................................................................................................................................... 56
M DISPUTE PREVENTION AND RESOLUTION ..................................................................................... 56
83 Dispute Prevention and Resolution ........................................................................................................ 56
84 Discipline Procedure for Misconduct ..................................................................................................... 58
85 Managing Unsatisfactory Performance .................................................................................................. 61
86 Appealing Management Decisions ......................................................................................................... 63
87 Charter of Unions Rights and Responsibilities ....................................................................................... 64
N SCHEDULES .................................................................................................................................... 66
Schedule A – Infrastructure Services Group ..................................................................................................... 66
Schedule B – Rates of pay ................................................................................................................................ 81
Part 1 - Employees on competency-based pay arrangements ............................................................. 81
Part 2 - Single salary spine structure .................................................................................................... 82
Part 3 - Apprentice wage rates ............................................................................................................. 83
Schedule C - Single Salary Spine - Work Level Descriptors ............................................................................... 84
A AIMS AND PURPOSES
The parties covered by this Agreement:
a) agree that Icon Water must strive to achieve best international standards of
excellence and best practice in order to be a viable and competitive enterprise in a
highly competitive market;
b) intend to continuously improve the performance of Icon Water and its employees,
through promoting an environment of innovation, teamwork and employee
involvement and ensuring that corporate policies and procedures are reviewed as
required.
This will maximise the ability of Icon Water to win tenders for new work, gain new customers
and retain existing customers. This will also allow provision of increased benefits to Icon
Water employees.
B TITLE AND DEFINITIONS
1 Title
1.1 This Agreement will be known as the Icon Water and Combined Unions Enterprise
Agreement 2022.
2 Interpretation and Definitions
2.1 Unless otherwise specified, a reference to legislation is to that legislation as
amended, re-enacted or replaced from time to time and includes subordinate
legislation.
2.2 In this Agreement, the terms below have the following meanings:
“Icon Water” means Icon Water Limited ABN 86 069 381 960.
“All Purpose Allowance” means an allowance that counts as salary for all purposes
(e.g. overtime, personal leave, annual leave, long service leave, superannuation and
redundancy payments) unless this Agreement expressly provides otherwise.
“Branch” refers to an administrative and functional work unit within a Group.
“Complying Superannuation Fund” refers to a superannuation fund that complies
with the provisions of the Superannuation Industry Supervision (Act) 1993 and any
successor legislation.
“Contractor” means an individual or company that performs work for Icon Water
under a contract of service with Icon Water not under a contract of employment. The
term does not refer to ActewAGL, AGL, Jemena and their employees.
“Competencies” are clear statements of what is required of a person in a particular
function, which are demonstrable and assessable, and "Competency" has the same
meaning.
“Consultation” means more than a mere exchange of information. For consultation
to be effective the participants must be contributing to the decision-making process
not only in appearance but in fact.
“Day Worker” means an employee whose ordinary span of hours are worked
between Monday and Friday inclusive.
"Group" refers to the administrative and functional work units within Icon Water.
“New Work Arrangements” refers to arrangements such as proposed rosters,
hours of work, duties and roles that are not explicitly provided for in this agreement.
“Partner” includes a de facto partner, former partner or former de facto partner. The
Employee’s de facto partner means a person who is the Employee’s husband, wife or
same sex partner on a bona fide domestic basis, whether or not legally married to the
Employee.
“Performance Criteria” specify the required level of performance expected in the
workplace and/or in the demonstration of a Competency.
“Primary Responsibility” means the person who meets the child’s physical needs
more than anyone else, including feeding, dressing, bathing and otherwise
supervising the child. Only one person at a time can have primary responsibility for
the child or children.
“Redundancy” is a situation where the work (or the major proportion of the work)
being done by an employee is not required to be done by anyone as a result of re-
location, re-organisation, changed business practice, technological change, downturn
in business or adverse economic conditions.
“Retrenchment” is termination of employment that results from a position or
positions becoming redundant.
“Business Unit” refers to a work unit within a Branch that deals with a discrete
function of a Branch when the Branch has more than one function.
“Shift Worker” means an employee who works a roster cycle which is outside the
normal span of hours which requires employees to rotate or alternate in working the
shifts.
“Workplace Change” refers to significant changes identified by either party to the
way work is done and includes changes to corporate procedures, work processes
and practices and the introduction of new equipment or technology.
“Employee” means a person who is employed by Icon Water in a classification at
Schedule B.
“Recognition of Current Competency” is the process of reassessment to
determine whether a competency is still held by an individual/ group. This may occur
due to technological changes, or time elapsed since competency used or awarded.
C PARTIES BOUND
3 Coverage
3.1 This Agreement is made as an enterprise agreement under Part 2-4 of the Fair Work
Act 2009 and covers:
a) Icon Water Limited ABN 86 069 381 960;
b) subject to clause 3.2 below, all employees employed by the entity above in the
classifications at Schedule B (employees); and
c) subject to the decision of the Fair Work Commission when approving this
Agreement, the following unions:
• Australian Manufacturing Workers’ Union
• Australian Workers’ Union
• Community and Public Sector Union
• Construction, Forestry, Maritime, Mining and Energy Union
• Electrical Trades Union
• Plumbing Trades Employees Union
• National Union of Workers
• Association of Professional Engineers, Scientists and Managers also known as
Professionals Australia
• Transport Workers Union
• United Workers Union
3.2 This Agreement does not cover:
a) any employee who became party to a Management Service Agreement on or
before 31 December 2012; or
b) any employee who earns a base salary exceeding the base salary identified for
the Top of Zone B of Level 6 in Schedule B – Part 2.
D APPLICATION
4 Interaction with Schedules
4.1 If there is any inconsistency between the express terms of this Agreement and a
Schedule to this Agreement, the Schedule will prevail to the extent of any
inconsistency.
5 Interaction with Award
5.1 This Agreement operates to the exclusion of all other Awards, Enterprise
Agreements and Collective Agreements (whether certified or not) in respect of the
employees covered by this Agreement.
6 Duration
6.1 This Agreement will come into operation seven days after it is approved by the Fair
Work Commission (FWC).
6.2 This Agreement will nominally expire on 1 July 2025.
6.3 The persons covered by this Agreement will commence negotiations for a
replacement agreement six months prior to the nominal expiry date of this Agreement
7 Agreement to be Comprehensive
7.1 Subject to the terms of this Agreement, this Agreement exhaustively states the terms
and conditions of employment of the employees covered by this Agreement.
7.2 During the period starting on the date this Agreement starts operating and ending on
the nominal expiry date, no further claims may be pursued in respect of the terms
and conditions of employment by a person or organisation covered by this
Agreement, except where such claims are consistent with the terms of this
Agreement.
8 Policies and corporate procedures
8.1 Icon Water policies and corporate procedures are not incorporated into, and do not
form part of, this Agreement. Employees should make themselves familiar with the
policies and corporate procedures which may be varied from time to time, and they
will apply in the form they are in as at the time of any relevant action or decision. For
assistance and guidance, particular policies and corporate procedures are identified
in the relevant clause. Any disputes in relation to the policies and procedures named
in this agreement will be handled by the dispute resolution procedure. If there is any
inconsistency between a policy or corporate procedure and the express terms of this
Agreement, the express terms of this Agreement will prevail.
8.2 Employees and their unions will be consulted when changes are contemplated to
corporate procedures and policies that affect employees in their employment.
9 Anti-discrimination
9.1 Icon Water is committed to anti-discrimination in all its programs, services and work
practices. Icon Water is an equal opportunity employer and is consciously and
proactively inclusive of all areas of diversity including, but not limited to: age, race,
gender, pregnancy, breastfeeding, sexual orientation, status as a parent or carer,
disability, relationship status, spent convictions, religious or political conviction, and
membership or non-membership of an association of employers or employees.
10 Support for victims of domestic violence
10.1 Icon Water recognises that some employees may experience violence or abuse in
their personal life that can affect their health and wellbeing as well as their
attendance or performance at work. Icon Water is committed to providing support in
these circumstances and has implemented a support package for employees who
are the victims of domestic violence. Refer to “Workplace support for victims of
domestic violence”.
11 Joint Consultative Committee
11.1 There will be a Joint Consultative Committee (“JCC”).
11.2 The JCC will comprise of an equal number of management representatives from Icon
Water and representatives of the employees/organisations covered by this
agreement, totalling a maximum number of sixteen representatives.
11.3 The JCC will meet on a quarterly basis or, if the JCC agrees, on a more frequent
basis.
11.4 The JCC will discuss any concerns regarding the implementation of this Agreement
or issues affecting the employee/employer relationship.
11.5 People and Performance will provide a secretarial service for the JCC.
11.6 The JCC will develop a forward work plan to identify activities to be undertaken
during the term of this Agreement and monitor progress against those activities at
each meeting. The JCC may amend the forward work plan by agreement.
11.7 Dispute resolution will be in accordance with clause 83 of this Agreement.
12 Consultation Provisions
Organisational Restructures
12.1 Employee and union representatives will be advised that management is planning a
restructure and will be given a copy of the resume of any consultant involved in the
restructure prior to their engagement and have the opportunity to comment on the
engagement of the consultant and the terms of reference of the restructure. The
General Manager People, Health and Safety and the relevant General Manager will
have the responsibility to ensure that unions and employees are advised of the
circumstances of a restructure.
12.2 Management will then develop proposals governing, for example, numbers and
classifications of employees, structures, selection criteria, duties, and selection
processes where appropriate and consider any input from employee representatives
when developing the proposals. Management then shall consult on these issues with
the relevant parties who have coverage under this Agreement.
12.3 Employees may invite employee representatives to any consultation on restructuring.
12.4 After taking into account issues raised by employee and employee representatives,
management has the accountability to make the decision and implement the
restructure/change needed.
Major workplace changes
12.5 Icon Water will consult with employees and organisations covered by this Agreement
on major workplace changes that are likely to have a significant effect on employees
covered by this Agreement.
12.6 Consultation regarding redundancy is addressed in clause 78 of this Agreement.
12.7 If an employee(s) appoints a representative for the purposes of this consultation, and
the employee(s) advises Icon Water of the identity of the representative, Icon Water
must recognise the representative.
12.8 Every effort will be made to ensure the consultation period takes no longer than four
weeks.
12.9 Management will take all reasonable steps to ensure that any disadvantage due to
the change to any employee is minimised before implementing the change.
Changes to ordinary hours of work
12.10 Icon Water will consult employees to whom this Agreement applies about changes to
regular roster or ordinary hours of work. For the purposes of this consultation, Icon
Water will:
a) provide information to employees about the change;
b) invite the employees to give their views about the impact of the change
(including any impact in relation to their family or caring responsibilities); and
c) consider any views given by the employees about the impact of the change.
12.11 If an employee(s) appoints a representative for the purposes of this consultation, and
the employee(s) advises Icon Water of the identity of the representative, Icon Water
must recognise the representative.
E EMPLOYMENT OPTIONS
Employees covered by this Agreement may be employed on a full time, part time,
temporary, fixed term or casual basis. Icon Water will not change any employee’s
“type of employment” without negotiation and agreement between the employee
and/or parties to this Agreement.
13 Day workers
13.1 Day workers are full time employees who work:
a) standard hours (36.75) hours per week, or
b) 36 hours per week - for employees classified as:
Water Industry Operators, Network Maintenance Supervisors, First Response,
Labourer, Headworks Officer, Technical Officer and employees working in the Major
Plant Maintenance Delivery section of Major Plants (see Schedule A)
on any day or all days of the week, Monday to Friday inclusive.
13.2 Employees working a nine day fortnight as per clause 13.1(b) shall work eight hours
(8.00) per day and take one rostered day off per fortnight on a day agreed by
employees and local management.
13.3 Other (administrative/professional) employees shall work seven hours 21 minutes
(7.21) per day and may work flexible working hours agreed by the parties to this
Agreement.
14 Shift workers
14.1 Shift workers are employees who work:
a) an average of 36.75 hours per week over a rostered shift cycle, or
b) an average of 36 hours per week over a rostered shift cycle if they work in
Major Plant Maintenance Delivery:
15 Shift penalties
15.1 For the purposes of this clause:
a) Afternoon Shift means any shift finishing after 6.00pm and at or before
midnight;
b) Night Shift means any shift starting at midnight and at or before 8.00am.
15.2 Shift workers will be paid the following penalties for shifts worked:
a) Afternoon shift – an additional 15% of the standard rate of pay
b) Night shift – an additional 15% of the standard rate of pay
c) Saturday shift – an additional 50% of the standard rate of pay
d) Sunday shift – an additional 100% of the standard rate of pay
e) Shift falling on a public holiday – an additional 150% of the standard rate of pay
f) Continuous rostered afternoon or night shift extending over a period of four
consecutive weeks – an additional 25% of the standard rate of pay.
15.3 A minimum of four weeks’ notice will be given to any employee/work group prior to
any variation to shift arrangements.
15.4 A minimum of one weeks’ notice will be given to an employee prior to any change in
their shift roster.
16 Permanent part time employees
16.1 An employee may be employed to work on a part time basis for a constant number of
hours per week, less than full time hours worked by a day worker, as agreed in
writing with Icon Water at the commencement of their employment, or as varied from
time to time by agreement between the employee and Icon Water.
16.2 A part time employee will be paid at the standard rate per hour for their classification
for the position in which they are employed.
16.3 A part time employee will be entitled to all entitlements provided for in this Agreement
on a pro-rata basis, based on the proportion of the number of hours worked per week
(as agreed in accordance with clause 16.1) when compared to full-time day worker
hours.
16.4 An employee may apply to work part time (on a temporary or permanent basis) to
meet parental responsibilities. A female employee may apply to work part time
where this is necessary or desirable because of her pregnancy.
17 Transition to retirement
17.1 Employees are able to request a transition to retirement, in line with the Transition to
retirement guideline.
17.2 Options available by agreement include:
a) Flexible work arrangements, where duties are varied to tailor work preferences.
For example, this can include that an employee transfer from a field-based role
to an office-based role to complete a particular project, cease overtime,
participation in the on-call roster or shift work.
b) Increased focus on mentoring and training of junior staff to pass on knowledge
and experience.
17.3 For the purpose of graduated retirement the standard hours of work may be worked
on a part time basis and these hours may be reduced progressively by agreement. If
an employee’s hours are reduced under this clause, the employee’s salary will be
reduced pro-rata to reflect their reduced standard hours of work.
18 Casual employment
18.1 A casual employee is one engaged and paid on an hourly basis.
18.2 A casual employee's employment contract will specify that the basis of employment
of the employee during the period of the contract will be as a casual employee. The
maximum period for such an employment contract will be 12 months. However, each
day (or part-day) worked by a casual employee will constitute a separate
engagement.
18.3 A casual employee will be paid at the standard rate per hour for the classification /
position in which they are employed, plus a casual loading of 25%. The casual
loading applies in lieu of any paid leave, leave loadings, payment for public holidays
on which they do not work, salary increments, notice of termination and redundancy.
18.4 Casual employment may be terminated at any time during the period of employment
with one day’s notice.
19 Maximum Term Employment
19.1 Icon Water may employ a person for a maximum period and/or to undertake a
specific task.
19.2 The duration of the period of maximum term employment will be up to a maximum of
three years.
19.3 Examples of such tasks include commissioning new plant or the rebuilding of existing
plant, transferring skill and knowledge to permanent employees to overcome a skill
shortage, covering temporary vacancies for permanent employees who are on
secondment or leave, performing a task that is required by a client under a finite
contract for service such as air monitoring at a mine site, or a short term project.
19.4 The relevant union will be consulted regarding the circumstances of each
appointment to a fixed term position at a classification below the top of Zone A in
Band 4 in the single salary spine structure (refer to the Single Salary Spine Policy).
20 Probation
20.1 Probation will provide a supportive process and provide an opportunity for a period of
continuing employment. Probation offers a period of mutual evaluation, by either
party, and a period of support for the individual, during which decisions about
continuing employment can be made.
20.2 New employees will be appointed on a period of probation of nominally three months.
20.3 Icon Water may waive the probationary period in writing, and must notify the
employee of the waiver.
20.4 This clause is not intended to affect any ‘minimum employment period’ within the
meaning of that phrase set out in section 383 of the Fair Work Act 2009.
20.5 Icon Water will endeavour to carry out a performance review no later than eight
weeks after the commencement of probation. At the completion of the probation
period:
a) Icon Water may offer the employee continuing employment (or, for fixed term
employees, employment for the duration of the employee's employment term);
b) Icon Water may terminate the employee's employment by providing a minimum
of one week's notice or payment in lieu of notice; or
c) the employee may resign by providing one week's notice.
21 Recruitment and Selection
21.1 Icon Water will apply merit selection principles in accordance with its Corporate
Procedure “Recruitment and Selection to a Vacant Position” when conducting
recruitment and selection.
22 Contractors
22.1 No employee will be made redundant through the use of contractors.
22.2 Icon Water will consult with employees and the relevant union(s) regarding the use of
contractors in the following circumstances:
a) where specific expertise, not available in Icon Waters workforce, is required.
Where recurring work requires such expertise, Icon Water will make efforts to
obtain this expertise by training and/or reorganising its existing workforce. Icon
Water will keep the relevant union(s) informed about such training and
reorganisation; and
b) peak workloads cannot be met by Icon Water's workforce using reasonable
overtime.
22.3 Icon Water will meet with the Combined Unions on a quarterly basis and provide
them with a list of Contractors it is using and the reason(s) why these contractors
have been engaged.
22.4 Icon Water will ensure that contractors engaged by it have in place employee
relations practices and policies which promote harmonious employee relations and
minimise the risk of industrial disputes.
22.5 Every effort will be made by the parties to ensure the consultation period is
completed within four weeks of the date that the company provides the unions with
written notification of the proposal to use contractors.
22.6 If after engagement of a contractor a party to this Agreement provides sufficient
evidence that a contractor is not providing its employees with correct statutory
entitlements, Icon Water will use an independent organisation to audit compliance
with these entitlements. If the audit confirms that there is a breach of the statutory
entitlements of the Contractor’s employees, Icon Water will take appropriate action.
23 Contract of Employment
23.1 It is a condition of employment that all employees will, as required by Icon Water,
carry out duties within the limits of their skills, competence and training.
23.2 An employee not attending for duty shall, except as provided by the leave provisions
in this Agreement, lose their pay for the actual time of that non-attendance.
24 Flexible work
24.1 Those covered by this Agreement recognise the changing nature of some work and
the shifting expectations within the community around how some work is undertaken
and that flexible working arrangements can provide mutual benefits for both
employees and Icon Water.
24.2 Icon Water has already undertaken work on this in the context of the unique nature of
Icon Water’s business.
24.3 Depending on the work group concerned, flexible work opportunities might include:
a) Flexible start and finish times
b) Adjusted work weeks (including 9 day fortnights)
c) Part time working arrangements
d) Working from home arrangements
e) Purchased leave scheme
f) Transition to retirement
24.4 Icon Water agrees to work collaboratively during the term of this Agreement, through
the Forward Work Plan of the JCC to develop flexible working opportunities
implemented through policy and administrative procedures based on the following
principles:
a) Flexible working opportunities will recognise the unique and varied nature of
Icon Water’s workforce and within it work groups and what is required for the
efficient operation of the business;
b) The implementation of such opportunities should, as far as reasonably
practicable, be implemented fairly and transparently within work groups; and
c) Icon Water will aim to build a culture of flexibility that balances the work/life
needs of employees and the efficient operation of the business.
25 Individual Flexibility
Icon Water may make an individual flexibility arrangement with an individual
employee covered by this Agreement (Individual Arrangement) about the following
matters which varies the effect of the terms of this Agreement concerning the
following matters:
a) Taking accumulated RDOs; or
b) Salary Sacrifice.
25.2 An Individual Arrangement must be genuinely agreed to by Icon Water and the
employee.
25.3 Icon Water must ensure that an Individual Arrangement:
a) is only about matters that would be permitted matters if the Individual
Arrangement were an enterprise agreement;
b) does not include a term that would be an unlawful term if the Individual
Arrangement were an enterprise agreement; and
c) results in the employee being better off overall than the employee would have
been if no Individual Arrangement were agreed to.
25.4 Icon Water must ensure that an Individual Arrangement:
a) is in writing;
b) includes Icon Water's name and the name of the employee;
c) is signed by Icon Water and the employee (and, where the employee is less
than 18 years old, by the employee's parent/guardian);
d) sets out each term of this Agreement that Icon Water and the employee have
agreed to vary the effect of (including terms that have been supplemented);
e) details how the effect of each term has been varied;
f) includes details of how the employee will be better off overall in relation to the
terms and conditions of their employment as a result of entering into the
Individual Arrangement; and
g) specifies the day on which the Individual Arrangement commences.
25.5 Icon Water must ensure that it provides the employee with a copy of the Individual
Arrangement within 14 days of it being agreed.
25.6 An Individual Arrangement may be terminated:
a) by Icon Water or the employee giving the other party 28 days written notice of
termination; or
b) at any time, by written agreement between Icon Water and the employee.
F REMUNERATION
26 Payment of Salary
26.1 Employees will be paid fortnightly in arrears, by electronic funds transfer (EFT) into
an Australian financial institution account of the employee’s choice.
26.2 Annual salary and allowances are converted to fortnightly amounts by using the
following formula:
Fortnightly amount = annual amount x (12 ÷ 313)
27 Salary Increases
27.1 Employees will receive three salary increases over the life of this Agreement as
follows:
a) an increase of salary of 3% with effect from the first pay period on or after 1
July 2022; and
b) an increase of salary of 3% with effect from the first pay period on or after 1
July 2023; and
c) an increase of salary of 3% with effect from the first pay period on or after 1
July 2024.
28 Recovery of Overpayment
28.1 A debt owed by an employee to Icon Water in relation to the employee’s
employment, including because the employee has:
a) received an overpayment of salary, allowances or other remuneration
(including a severance benefit); or
b) incurred an expense outside of entitlement,
will be repaid by the employee in fortnightly instalments. Each instalment will be an
amount equivalent to 2 hours pay at the employee’s standard hourly rate or any
greater amount agreed to by the employee.
28.2 The employee will have the option of repaying the debt over a shorter period if they
wish. The employee will be informed of any overpayment, and agreement will be
reached with the employee before Icon Water starts making any deductions from the
employee's salary in order to recover the debt.
28.3 The employee may initiate the disputes resolution procedure if they believe they have
been inappropriately dealt with in recovery of an overpayment. Recovery of
overpayment will not commence until after any dispute is settled.
29 Underpayment
29.1 Any underpayment of remuneration shall be made in the next possible pay period
after the mistake has been identified. In the event that an employee suffers financial
hardship as a result of the underpayment, provided the employee has met all
requirements with regards to payroll processing timeframes, the underpayment will
be rectified immediately including any penalties incurred as a direct result of the
underpayment.
30 Payment for training outside normal working hours
30.1 Employees who are required by Icon Water to attend training outside their normal
working hours may elect to:
a) be paid at the applicable penalty rate(s) for the hours spent attending training,
or
b) receive paid leave in lieu of payment.
31 Salary structure
31.1 The salary structure provided for in this Agreement applies differently to each of the
following groups of employees:
a) employees working under competency-based pay arrangements (Category A);
and
b) employees under the Single Salary Spine structure (Category B).
Category A
31.2 Employees in this category will remain on the salary structure set out in Part 1 of
Schedule B until:
a) they reach the top pay point for their classification set out in that Part; or
b) any of the other events specified in the Single Salary Spine Policy occurs,
at which time they may choose to transition to the Single Salary Spine set out in Part
2 of Schedule B.
31.3 The salary of an employee in this category will increase:
a) in accordance with the annual increases provided for in clause 27.1; and
b) through the acquisition of competencies.
Category B
31.4 Employees in Category B work under the Single Salary Spine structure set out in
Part 2 of Schedule B.
31.5 The salary of an employee in this category will increase in accordance with the
annual increases provided for in clause 27.1.
Bonuses
Category A employees
31.6 A category A employee will be paid a bonus at the end of a financial year if:
a) Icon Water determines that the employee met the requirements of their position
description during the financial year;
b) Icon Water determines that the employee met the targets specified in their
PPDP; and
c) the employee achieves a rating of 3, 4 or 5 under their PPDP.
31.7 If an employee satisfies the requirements set out in clause 31.6, the bonus amount
will be:
a) if the employee achieved a PPDP rating of 3 - $250;
b) if the employee achieved a PPDP rating of 4 - $1,000; or
c) if the employee achieved a PPDP rating of 5 - $2,000.
Category B employees
31.8 A category B employee will be paid a bonus at the end of the financial year if:
a) Icon Water determines that the employee met the requirements of their position
description during the financial year;
b) Icon Water determines that the employee met the targets specified in their
PPDP;
c) the employee’s base salary is at or above the midpoint of their respective
Single Salary Spine band as shown at Schedule B Part 2;
d) the employee has not elected to achieve agreed stretch targets as per outlined
at clause 32.10; and
e) the employee achieves a rating of 3, 4 or 5 under their PPDP.
31.9 If an employee satisfies the requirements set out in clause 31.8, the bonus amount
will be:
a) if the employee achieved a PPDP rating of 3 - $250;
b) if the employee achieved a PPDP rating of 4 - $1,000; or
c) if the employee achieved a PPDP rating of 5 - $2,000.
31.10 Employees in the Single Salary Spine whose base salary is below the midpoint of the
respective band will be subject to increases as per clause 32.7 and will not be eligible
for the bonus outlined within this clause.
31.11 Further information about bonuses and salary progression can be found in the Single
Salary Spine Policy.
32 Salary Progression
Employees working under competency-based pay arrangements (Category A)
32.1 For employees working under competency-based pay arrangements, each
classification level is linked to the attainment of particular competencies.
32.2 An employee will be classified based on an assessment of their competency level.
32.3 An employee will not be promoted to a higher classification until they have
demonstrated to Icon Water's satisfaction that they meet the full requirements of the
higher skill level, and have obtained the level of competency required.
32.4 The training required in order to qualify for particular competencies will be
determined in accordance with Icon Water's competency framework.
32.5 If an employee is promoted in accordance with clause 32.3, the pay increase will be
effective from the date on which the required competency is achieved by the
employee and becomes available for use. If the assessment time from when claim to
be assessed has been submitted exceeds one month, and the competency is
subsequently achieved, the effective date of pay advancement will be set at the first
pay day one month after the initial submission of the successful claim.
Employees working under the Single Salary Spine structure (Category B)
32.6 Upon commencement of employment, employees classified within the Single Salary
Spine structure in Schedule B Part 2 of this Agreement will have their roles evaluated
using the Mercer Cullen Egan Dell Job evaluation methodology. In conducting this
evaluation, reference will be had to the work level descriptors contained in Schedule
C of this Agreement.
32.7 In addition to the increases specified at clause 26.1, an employee with a base salary
below the midpoint of their respective band can progress towards the midpoint by an
additional annual percentage increase based on performance. This increase is based
on the annual performance assessment using the existing PPDP process and is
administered as follows:
a) an increase of salary of 1% if the employee achieved a PPDP rating of 3;
b) an increase of salary of 1.5% if the employee achieved a PPDP rating of 4; or
c) an increase of salary of 2% if the employee achieved a PPDP rating of 5.
32.8 In order to receive an additional percentage increase in accordance with clause 32.7
above, an employee must achieve a minimum PPDP rating of 3 and not be issued
with a Stage 2 or a Stage 3 warning or be placed on a Performance Management
Plan during the previous 12 months.
32.9 Once an employee reaches the midpoint of their respective band, additional
percentage increases will cease and the employee will resume access to the PPDP
bonus structure as per clause 31.8, unless the employee elects to achieve agreed
stretch targets as outlined in clause 32.10 below.
32.10 Agreed stretch targets:
a) An employee who is in the Single Salary Spine and their base salary is above
the midpoint and below the top of their respective band may elect to achieve
agreed stretch targets in addition to the PPDP process.
b) If the agreed stretch targets are achieved the employee will receive an
additional 2% salary increase.
c) If the agreed stretch targets are not achieved, the employee will qualify for a
bonus under clause 30.8 above.
32.11 Employee salaries in the Single Salary Spine will not progress beyond the top of their
respective band.
33 Mixed Functions (Higher Duties) Allowance
33.1 An employee:
a) who occupies a position classified in Schedule B to this Agreement; and
b) who is requested by Icon Water to undertake the duties of a higher
classification for one day or longer,
c) will be paid at the base rate of that higher classification on a pro rata basis for
that period.
33.2 Where a position has been filled by an employee in an acting position for three
months and it can be determined that the position being filled is a continuing one,
then the position shall be advertised within or outside Icon Water.
The advertising of the position shall take effect no later than three months from the
date it was first filled on a continuous acting basis.
Nothing in this clause shall distract from Icon Water’s obligation to advertise a
position once it is determined that such a position is a permanent one.
33.3 For further information on the implementation of higher duties refer to the Corporate
Procedure “Recruitment and Selection”.
34 Electrical Licence Allowance
34.1 Any electrical tradesperson who:
a) is employed by Icon Water;
b) is required by Icon Water to carry out work for which a licence is required; and
c) holds a licence issued by the appropriate authority to perform every class of
electrical work,
will be paid an electrical licence All Purpose Allowance of $33.73 per week.
35 Isolated Establishment Allowance
35.1 This clause applies to an employee who is required to travel to an isolated
establishment to attend duty as defined in clause 35.4.
35.2 Isolated Establishment Allowance is payable for each day an employee attends duty.
35.3 An employee is entitled to be paid the full rate of isolated establishment allowance for
each continuous period of duty if they do not travel at Icon Water expense and:
a) Travel to an isolated establishment to attend for a period of normal duty; or
b) Have been directed to return to duty, with or without prior notice, to perform
extra duty
35.4 With effect from the first pay period on or after the date of certification of the
Agreement the Allowance Rates for Isolated Establishment are as follows:
a) Googong Water Treatment Plant - $8.26 per day
b) Lower Molonglo Water Quality Control Centre - $3.04 per day
c) Mount Stromlo Water Treatment Plant - $5.20 per day
35.5 Non-Eligibility
The following are not entitled to this allowance:
a) An employee who lives in a dwelling provided by Icon Water at the
establishment, or very close to it;
b) An employee who receives an allowance in the way of travel allowance;
c) An employee who receives a bulked disability allowance with a component of
travel allowance;
d) An employee who receives an allowance for the use of a private motor vehicle
for official purposes or excess kilometres allowance.
36 Reimbursement for Use of Private Vehicle
36.1 If an employee uses their private vehicle for work purposes in accordance with
Corporate Procedure “Local travel - use of private vehicle”, the employee may submit
a claim for reimbursement. Reimbursement will be provided at the applicable rates
set by the Australian Taxation Office.
37 Business Travel
Principles
37.1 Official travel should be at no personal expense to employees, and should not result
in employees making a financial gain.
37.2 Travel arrangements should be:
a) the most economical for Icon Water, taking into account the nature and
purpose of the travel; and
b) designed to meet the needs of the traveller.
37.3 In determining whether a business travel expense reimbursement claim is
reasonable, managers should consider the purpose, specific circumstances and total
costs of trips, including accommodation, taxi fares, meals and other relevant costs.
Accommodation
37.4 In normal circumstances, the standard of accommodation booked by employees for
business travel should not be higher than a four star hotel offering government or
corporate discount rates.
37.5 Where an employee is attending a conference held at a hotel and it is appropriate for
the employee to stay at that venue, Icon Water will pay for actual cost of
accommodation at that hotel.
37.6 If an employee chooses to stay with colleagues, family or friends, they will not
receive reimbursement in respect of accommodation costs. However, the employee
may be reimbursed for other reasonable expenses actually incurred provided that
this results in Icon Water incurring a lower cost than if the employee was reimbursed
for accommodation costs.
Meal and Incidental Allowances
37.7 Any meal and other incidental allowances paid by Icon Water will be set in
accordance with the rates determined by the Australian Taxation Office from time to
time.
38 Salary Sacrifice
General
38.1 Under this Agreement, salary sacrifice for the purposes set out in clauses 38.7 to
38.9 is available to all employees. Salary sacrifice allows an employee to elect to
receive benefits in lieu of salary.
38.2 Salary sacrifice arrangements are subject to changes in relevant legislation and Icon
Water is not responsible for the outcomes of such changes.
38.3 Employees can salary sacrifice up to 100% of their remuneration package subject to
applicable superannuation legislation.
38.4 Employees contemplating entering salary sacrifice arrangements should seek
independent financial advice before entering these arrangements.
38.5 Employees are responsible for the payment of any Fringe Benefits Tax which applies
to a salary sacrifice arrangement.
38.6 Where an employee's net salary is reduced through a salary sacrifice arrangement,
the employee's salary for the purposes of:
a) calculating superannuation contributions;
b) payout of leave as part of an employee's final pay; and
c) calculating leave,
will be the salary that would have been paid to the employee in the absence of salary
sacrifice.
Superannuation
38.7 Employees are able to salary sacrifice additional superannuation contributions into
any superannuation fund which complies with requirements set out in clause 39
below.
Novated Leasing of Vehicles
38.8 Icon Water will provide a facility for employees to purchase vehicles for private use
under a novated lease from a nominated provider through salary sacrifice.
38.9 This benefit does not apply in respect of vehicles which attract luxury vehicle tax.
39 Superannuation
39.1 Employees are entitled to superannuation in accordance with the relevant
Commonwealth legislation.
39.2 If an employee was employed by Icon Water Limited before 1 July 1999 and is a
member of CSS, PSS or AGEST, Icon Water will make superannuation contributions
in accordance with the relevant fund rules and applicable legislation.
39.3 Employees who started with Icon Water:
a) before 1 July 1999 and are not members of the CSS and PSS; or
b) after 1 July 1999,
will have employer contributions paid at the following percentages of their salary at
Schedule B:
c) With effect from 1 July 2022 – 15%
39.4 Employees will have 28 days after the date of commencing employment with Icon
Water to nominate a superannuation fund. The choice of superannuation funds is
limited to those funds that allow employee and employer contributions to be paid
fortnightly through electronic funds transfer. If the employee does not nominate a
fund within this period, they will be enrolled in Icon Water’s default superannuation
fund, currently Equip Super. Icon Water will consult with the parties to the
Agreement in the event they propose to change the default fund.
Conditions related to change of state of Icon Water Superannuation
39.5 Should Icon Water change ownership, or otherwise change legal status during the
life of this Agreement, conditions within clauses 39.6 to 39.10 will apply.
39.6 If the employer parties to this agreement change during the life of this agreement so
that Icon Water is no longer an employer party and the other employer parties cannot
contribute to the CSS and PSS, Icon Water shall ensure that compensation is paid to
its employees who are CSS or PSS members as follows:
39.7 Icon Water shall ensure that the employer parties provide a fund option to employees
who were members of the CSS and PSS that will provide a benefit at resignation
and/or retirement that would be the equivalent to that which the employee would
have received if they remained in the CSS or PSS. The benefits include all aspects of
PSS/CSS superannuation schemes including indexed pensions, disability and
retrenchment provisions.
39.8 Should the employer parties to this agreement change during the life of this
agreement so that Icon Water is no longer an employer party, the employer parties
shall ensure that Icon Water employees who are not CSS or PSS members are
provided for as follows:
39.9 The employer parties shall ensure that Icon Water’s employees who are not CSS or
PSS members have access to a complying superannuation fund that receives from
the employer contributions equivalent to the Superannuation guarantee levy.
39.10 Employees will have the ability to salary sacrifice the entirety of their superannuation
contributions, if they so wish.
40 Income protection
40.1 Icon Water will provide employees with income protection insurance cover. If Icon
Water cannot obtain this insurance coverage through a third party insurance
provider, Icon Water will provide the insurance itself.
40.2 The insurance will provide any employee who is injured (either at work or otherwise),
or who is ill, and unable to work as a result, with payments equal to 100% of the
employee’s pre-injury weekly earnings for up to three years from the date the
employee was first unable to work. Pre-injury weekly earnings means the
employee's average weekly earnings for periods actually worked (including overtime,
shift loadings and allowances) averaged over:
a) the 12 months preceding the disablement; or
b) if the employee has been employed by Icon Water for less than 12 months –
the employee's period of employment with Icon Water.
40.3 Payments will commence two weeks after the date the employee was first unable to
work. During the first two weeks, the employee may take personal leave or other
paid or unpaid leave.
40.4 Employees aged over 65 will be covered for:
a) Accident up to age 70 with a maximum benefit of two years from the date the
employee was first unable to work due to the accident, and
b) Sickness up to age 70 with a maximum benefit of 26 weeks from the date the
employee was first unable to work due to the illness.
40.5 Subject to clause 40.6, payments will continue to be made even if the employee
ceases to be employed by Icon Water after the date on which the injury or illness is
diagnosed.
40.6 Payments will cease when:
a) the employee receives medical clearance to return to work;
b) the employee retires, provided that the retirement is not due to the injury or
illness which gave rise to the claim;
c) the employee commences full time employment elsewhere; or
d) the employee dies.
40.7 If an employee receives payment as a result of a workers' compensation claim or a
claim made under transport accident legislation, the only benefits available under the
income protection insurance will be payments to top up any shortfall between income
received under the workers compensation/transport accident legislation claim and the
employee's pre-injury weekly earnings.
40.8 For the purpose of determining the shortfall referred to in clause 40.7, pre-injury
weekly earnings means the employee's average weekly earnings (including overtime,
shift loadings and allowances) averaged over:
a) the 12 months preceding the disablement; or
b) if the employee has been employed by Icon Water for less than 12 months –
the employee's period of employment with Icon Water.
40.9 If an employee returns to work on reduced hours or in a reduced capacity, the
income protection payments will be the difference between the employee's reduced
income and pre-injury weekly earnings.
40.10 To be eligible for receipt of benefits in accordance with this clause, an employee
must:
a) fully participate in all relevant rehabilitation and return to work programs; and
b) comply with all other applicable conditions in accordance with the insurance
policy.
40.11 Any period of leave during which an employee receives payment under this clause,
will count as service for all purposes.
40.12 Any payments that would otherwise be made to an employee while they are on paid
personal leave will cease for any period during which the employee receives income
protection payments.
40.13 If an income protection claim is not approved by the insurer in line with the policy, the
employee has the right to instigate an appeals process. The matter can be escalated
to the General Manager People Health and Safety in accordance with the Income
Protection Internal Appeal procedure.
40.14 The income protection policy is renewed annually and Icon Water will consult on
changes to the income protection policy through the JCC.
G HOURS OF WORK
41 Standard Hours of Work
41.1 The standard hours of work for a non-shift worker will be worked between the hours
of 6.00am and 6.00pm, Monday to Friday inclusive.
41.2 An employee’s ordinary times of commencement and cessation of duty within the
span of his or her standard hours of work will be determined by Icon Water in
consultation with the employee.
41.3 Employees will be required to commence work at locations in the Australian Capital
Territory and surrounds (e.g. Googong Water Treatment Plant) as reasonably
directed by their supervisors.
41.4 If an employee will be unable to commence work at their normal starting time, the
employee must notify their supervisors of this as soon as reasonably practicable
(which may be after their normal starting time).
41.5 In developing work rosters, and in particular rosters which contain shifts in excess of
eight hours and up to twelve hours, regard will be had to the safety and health of
employees.
41.6 The parties bound agree to continue discussion on annualised salaries during the
term of this Agreement. For the purpose of determining an appropriate salary the
agreed principles relating to annualised salaries are provided in the paper titled
“Annualised Salary principles” tabled at the SBU in the corporate document
management system.
Flexible Standard Hours
41.7 To facilitate employee work life balance, an employee who is not a shift worker may
vary the times at which they start and end their standard hours of work provided that
their standard hours are worked within the 6am to 6pm bandwidth. Working of flexible
standard hours is subject to the following conditions:
a) the employee must work the number of standard hours per week that apply to
their position;
b) flexible standard hours may be requested by an employee and must be
approved in writing by the employee’s manager or supervisor;
c) approval will be subject to operational requirements and business efficiency;
d) a manager or supervisor may, in giving their approval, impose conditions which
limit the flexibility (for example by requiring the employee to work set core
hours);
e) if this clause or any flexibility arrangement implemented pursuant to this clause,
is inconsistent with another clause contained in this Agreement, the other
clause will prevail; and
f) an employee's manager or supervisor may revoke an approval to work flexible
standard hours in order to meet operational requirements or business needs,
by giving the employee four weeks’ notice.
42 Meal breaks
42.1 An interval of not less than 30 minutes shall be allowed for the midday meal.
42.2 An employee who works on a 12 hour shift roster will be provided with two paid meal
breaks of 20 minutes duration. The first meal break will be provided within five hours
of the commencement of the shift.
42.3 There are no fixed start and finish times for meal breaks. Work crews will stagger the
time of taking meal breaks to meet operational requirements and avoid interruption to
operations.
42.4 An employee who works on a roster, other than a 12 hour shift roster, outside the
6:00am to 6:00pm span of standard hours will be provided with a paid meal break of
30 minutes.
42.5 An employee shall not be compelled to work more than five hours after commencing
duty without a meal break.
42.6 A paid rest period of ten minutes shall be allowed in the first half of each day or shift
at a time fixed by Icon Water.
43 Rest Breaks
43.1 The required rest break between successive work periods is set out in the Health and
Safety Standard –Fatigue Management. An employee who has not had at least ten
consecutive hours (inclusive of travelling time) off duty between finishing work on one
day or shift, and commencing work on the next day or shift, shall be released until
they have had ten consecutive hours (inclusive of travelling time) off duty without loss
of pay for standard working time.
43.2 An employee may resume work without having ten consecutive hours off duty
(inclusive of travelling time) if the employee's supervisor determines that the
employee is fit to remain at work and will be able to work safely. If this occurs, the
employee will be paid at double their standard rate until they are released from duty
for ten consecutive hours (inclusive of travelling time). These arrangements are
subject to the ruling that when an employee has been working for 16 hours they will
cease work.
43.3 An employee's supervisor may direct an employee to take a rest break before
recommencing normal duties without loss of pay for standard working time if the
supervisor considers that it would be unsafe for an employee to carry out their normal
duties safely due to the amount of overtime and/or call-outs completed by the
employee outside their standard hours of work.
44 Hand-over
44.1 This clause only applies to employees working as part of a continuous shift work
roster.
44.2 At the commencement of each shift the off-going crew will provide a 15 minute
handover to the on-coming crew.
44.3 Employees in the off-going crew who attend the handover will be paid at the
applicable overtime rate for the 15 minute handover period.
45 Overtime
45.1 An employee classified:
a) at or below the top of Icon Water Level 4 Zone B in Part 2 of Schedule B,
will be paid overtime at the rate of:
b) time and half for the first two hours of overtime worked Monday to Friday
c) double time for any additional hours of overtime worked, Monday to Friday;
d) double time for any overtime worked on Saturdays and Sundays; and
e) double time and a half for hours worked on a public holiday.
45.2 The level of remuneration provided to employees classified in classifications:
a) above the top of Icon Water Level 4 Zone B in Schedule B (Part 2),
including salary, allowances and other benefits, reflects an expectation that these
employees will be required to work reasonable overtime over and above the standard
hours of work as specified in clause 41 on a regular basis. Overtime, over and above
the standard hours of work as specified in clause 41, are recognised and
compensated through time off in lieu of extra hours worked by agreement with their
supervisor.
45.3 Except as otherwise provided in this Agreement, all time worked outside the standard
hours of work shall be paid at the rate contained in clause 45.1 above. In computing
overtime, each day’s work shall stand alone.
45.4 Overtime for shift workers is all time worked outside their normal shift roster.
45.5 Employees who continue to work beyond five hours without a meal break shall be
entitled to time and a half until released for a meal.
45.6 Overtime shall be calculated to the nearest quarter of an hour.
Meal allowance and crib break on overtime
45.7 An employee shall be entitled to a paid 20 minute crib break and a meal allowance of
$15.34 if the employee is required to perform overtime duty outside standard working
hours where they:
a) commence overtime before 7.00am and work past 9.00am;
b) commence overtime before 12.00 noon and work past 2.00pm;
c) commence overtime before 6.00pm and work past 7.00pm;
d) commence overtime before 12 midnight and work past 1.00am.
45.8 No payment shall be made for any time in excess of 20 minutes.
45.9 Employees who choose not to take the 20 minute crib break shall not receive any
further payment in lieu of the 20 minutes.
45.10 Meal allowance shall not apply if Icon Water supplies a meal or meals.
45.11 Employees who are classified above the overtime barrier (clause 45.2) shall be
entitled to a meal allowance as outlined above.
Minimum overtime payment
45.12 An employee shall be paid a minimum of 4 hours at the prescribed overtime rates if
the period of overtime the employee is required to work is not connected to standard
hours of work, provided that the employee is not in receipt of any stand by or on call
allowances pursuant to this Agreement.
45.13 If Icon Water cancels a period of prearranged overtime for any reason, an employee
who has reported for work may be required to carry out alternative work for a
minimum of 4 hours. Employees who refuse to do such work are not entitled to an
overtime payment.
46 Purchased Leave Scheme
46.1 The purchased leave scheme is to be available to all employees covered by this
Agreement.
46.2 Icon Water must approve a particular employee participating in the purchased leave
scheme. In deciding whether to give its approval, Icon Water will take into account
operational requirements and increased flexibility options and choice for the
employee.
46.3 Employees can purchase up to a maximum of 20 days leave per financial year
46.4 The additional leave must be rostered and taken at a time or times that does not
disrupt customer service.
46.5 Salary deductions will occur each fortnight before tax, spread over periods of up to
12 months. Deductions are calculated by the total salary payable for the leave dates,
divided by the number of pay periods prior to the commencement of the leave.
47 First Aid Allowance
47.1 An employee who has undertaken a first aid course and who is the holder of one of
the following qualifications shall be paid an allowance if they are appointed by Icon
Water to perform first aid duty:
a) Senior Certificate of the St. John’s Ambulance Association or equivalent $7.67
per week; or
b) Occupational Certificate of the St. John’s Ambulance Association or equivalent
$11.32 per week.
48 On-call allowance
48.1 Any employee who participates in an authorised “on-call” roster will be paid an on-
call allowance per day that they are rostered to be on call.
a) With effect from the from 1 July 2022 - $70.07 per day
48.2 The on-call allowance will not be taken into account in calculating any other
payments for under this Agreement.
48.3 Extra annual leave will be granted to on call employees in accordance with clause
52.
48.4 Employees rostered on call on a public holiday will be paid an on-call allowance of
$110.33 for the public holiday.
49 Payment for call out
49.1 A call out commences when an on-call employee is recalled to work and ends when
the employee arrives home at the end of the call out.
49.2 If during a call out, the employee receives a further call or calls to perform work, this
work will form part of the first call out.
49.3 Each call out will stand alone for the purposes of calculating call out payments.
50 Time Off in Lieu
50.1 All employees covered by this Agreement are eligible for time off in lieu in
accordance with clauses 50.2 to 50.7 of this clause.
50.2 An eligible employee may take time off in lieu of payment for hours worked in excess
of their standard hours, provided that they obtained their supervisor's prior approval
to work those additional hours.
50.3 Subject to clause 50.4, accrued TOIL may be taken at a time agreed to by the
employee and their supervisor or manager.
50.4 An employee's TOIL accrual must not exceed three days at any time. If an
employee's TOIL accrual reaches three days, Icon Water will direct the employee to
use some or all of their accrued TOIL at a time which is convenient to the employee
and which does not have an adverse impact on the operational needs of the
business.
50.5 TOIL must be taken as a half day or a full day within three months of the employee
accruing a half or full day's TOIL. Otherwise, the accrued TOIL will be paid out.
50.6 TOIL will accrue on an hour for hour basis.
50.7 If TOIL is paid out, it will be paid at the rate (or rates) at which the overtime would
have been paid if the employee was eligible to receive overtime penalty rates.
51 Use of Company Vehicles
Home Garaging for Field Workers
51.1 An employee's General Manager may approve the employee garaging an Icon Water
vehicle at the employee's home.
51.2 Any approval will be conditional on the employee starting and finishing work at the
relevant site at the prescribed starting times and finishing times for the particular job.
General Managers may permit individuals to utilise the vehicle for minor private
excursions where this is consistent with operational efficiency.
51.3 This permission shall be given by the General Manager, in writing, to individual
employees so that they are covered by Icon Water’s insurance policy while in the
vehicle. Use form “Application to use an Icon Water Vehicle for Minor Private
Excursions”.
51.4 Only the employee having the approval to home garage the vehicle is permitted to
drive the vehicle during minor private excursions and only the employee’s immediate
family are to be passengers whilst the vehicle is being driven by the employee.
51.5 The driver shall observe all relevant road regulations at all times.
51.6 Any employee who is found to have abused a home garaging arrangement, including
by not starting or finishing on site at the prescribed times without Icon Water's prior
approval, will be subject to disciplinary procedures.
51.7 In the event of a dispute arising in relation to the application of home garaging, either
the employee or Icon Water may raise a dispute in accordance with clause 83.
Use of Leased Vehicles
51.8 The conditions governing the use of leased vehicles are set out in Corporate
Procedure “Use of Icon Water Vehicles”.
Home Garaging for Non-Field Staff
51.9 The conditions governing home garaging for non-field staff are set out in Corporate
Procedure “Use of Icon Water Vehicles”.
H LEAVE
52 Annual Leave
52.1 An employee’s entitlement to paid annual leave accrues progressively during a year
of service according to the employee’s ordinary hours of work, and accumulates from
year to year.
52.2 An employee shall be entitled to 147 hours leave of absence, exclusive of public
holidays, for each completed year of service.
52.3 Employees must give notice that they intend to take annual leave as soon as
practicable, and at least one week before the leave begins. However, if Icon Water
agrees that extenuating circumstances exist; annual leave may be approved at
shorter notice.
52.4 The granting of leave is at the discretion of Icon Water taking into account
operational requirements.
Annual Leave for certain on-call employees
52.5 An employee, including an employee working under an annualised salary
arrangement, who is on the on-call roster for a period of 12 months, will receive an
additional three days annual leave per annum. If the employee performs more on call
duty than their rostered on call hours, they will receive further additional annual leave
on a pro-rata basis.
52.6 For example, if an employee is on a roster that requires them to perform rostered
weekly on call duty 6 times per annum and they performed the rostered weekly on
call duties 6 times they would get 3 days extra annual leave. If they did extra
rotations e.g. 3 more weekly rostered on call duties than required on this 1 in 6
roster, they would get an extra 1.5 days annual leave.
52.7 In order to satisfy the requirement that they are available for duty to perform the
required number of rotations per annum, employees should make every effort to
avoid taking authorised leave on dates that coincide with roster on call duty.
Annual Leave for shift workers
52.8 Shift workers who are rostered to work regularly on Sundays and Public Holidays
shall be entitled to an additional 36.75 hours leave, provided where a shift worker is
rostered to perform duty on less than ten Sundays during the period in respect of
which the shift worker’s annual leave accrues they shall not be entitled to an
additional 36.75 hours leave but shall be granted additional leave at the rate of 3.675
hours in respect of each Sunday so rostered.
53 Entitlement to cash out Annual Leave
53.1 An employee may elect to take payment in lieu of annual leave, subject to the
following conditions:
a) the employee may only cash out once during each financial year;
b) the cashing out must be documented in a separate agreement in writing
between the employee and Icon Water as required at section 93(2)(b) of the
Fair Work Act 2009;
c) the employee must be paid at least the full amount that would have been
payable to the employee had they taken the leave that they have cashed out;
d) the employee has taken two weeks of annual leave during the 12 months prior
to the employee applying for the cashing out; and
e) only if, after the cashing out, the employee's remaining accrued entitlement to
paid annual leave will be four weeks or greater.
54 Personal/Carers Leave
Personal Leave
54.1 Employees may be granted personal leave, either with or without pay, when they are
absent from work because:
a) They are personally ill or injured; or
b) They visit a medical practitioner for advice and/or treatment for actual or
suspected personal illness or injury.
54.2 Employees will not be granted personal leave where they have a worker’s
compensation approval.
54.3 The amount of personal leave with pay available to an employee is as follows:
a) On date of appointment 110.25 hours on full pay.
b) On completion of each additional twelve month’s service 110.25 hours on full
pay.
54.4 These periods are cumulative.
54.5 Employees shall be allowed five days of their personal leave per year without a
medical certificate, provided an employee who is absent on personal leave for a
continuous period of three or more standard or rostered work days must provide Icon
Water with a medical certificate.
54.6 Icon Water will accept a statutory declaration to support a personal leave claim if the
employee cannot provide a Doctor’s certificate.
54.7 In addition to the entitlements of all employees to 110.25 hours personal leave per
annum at clause 54.3, from the effective date of this Agreement employees rostered
on 12 hour shifts will be granted 120 hours personal leave per annum.
Carers Leave
54.8 An employee may also use their personal leave to provide care and support for a
member of the employee’s immediate family or household who requires support
because of a personal illness, or a personal injury, affecting the member, or an
unexpected emergency affecting the member.
54.9 The extension of carers leave under these circumstances is subject to:
a) the production of satisfactory evidence of illness; and
b) the employee being required to provide care or support to the immediate family
or household member concerned.
c) the family member being either a member of employees’ household or a
member of the employees’ immediate family (partner, child, parent,
grandparent, grandchild, sibling).
54.10 If an employee takes carer's leave, their manager may decide not to require the
employee to provide evidence in support of the absence.
55 Compassionate leave
55.1 An employee is entitled to a maximum of three days compassionate leave when a
member of the employee’s immediate family or member of the employee’s
household:
a) contracts or develops a personal illness that poses a serious threat to his or her
life; or
b) sustains a personal injury that poses a serious threat to his or her life; or
c) dies.
55.2 An employee's manager may authorise an employee to take a period of
compassionate leave which exceeds three days.
55.3 Icon Water shall require the employee to provide satisfactory evidence of the death
of the employee’s immediate family member or household.
56 Professional Development Leave
56.1 An employee will be entitled to five hours leave per month on full pay to attend
professional development programs.
56.2 An employee will not be granted any professional development leave unless they can
establish, to their supervisor's satisfaction, the relevance of each proposed
professional development program in their PPDP to receive paid leave to attend the
courses.
56.3 Employees will not be paid to attend programs outside working hours.
56.4 The leave provided for under this clause must only be used for professional
development and will not be paid out.
56.5 An eligible employee will be credited with 30 hours professional development leave:
a) on the commencement of their employment; and
b) on each six month anniversary of the commencement of their employment.
Any professional development leave that is not used within six months of it being
credited will be forfeited, unless Icon Water agrees otherwise.
56.6 The professional development leave entitlement will be administered by each
supervisor in respect of the employees who report to them.
57 Leave to obtain financial advice
57.1 Each employee (other than a casual employee) will be entitled to take paid leave of
up to one standard working day per year to attend meetings for the purpose of
receiving financial advice.
57.2 The granting of this leave will be subject to the approval of the employee's
supervisor, taking into account operational requirements.
57.3 A supervisor will refuse to approve a leave request if the employee does not provide
them with evidence of each meeting including the time of the meeting, estimated
duration and suburb where it will be held.
58 Long Service Leave
58.1 Employees are entitled to long service leave in accordance with the provisions of the
Long Service Leave Act 1976 (ACT) (LSL Act).
58.2 If Icon Water retains an employee in its service for a minimum of ten years
continuously then that employee shall be entitled to three months leave of absence
for the ten completed years of service. Pro-rata long service leave may be taken after
seven years continuous service or paid out on resignation after seven years
continuous service.
58.3 Employees will receive an additional nine calendar days for each completed year of
service after their initial ten year period.
58.4 Each period of absence on long service leave (whether on full or half pay) must be a
minimum of 7 consecutive calendar days.
58.5 Icon Water will grant long service leave:
a) if requested by an employee as soon as practicable after an employee
becomes entitled to the leave, having regards to the needs of the business; or
b) if Icon Water and the employee agree – at another time or times.
58.6 If a public holiday falls during a period of long service leave taken by an employee,
the period of leave will be extended by one day for each such holiday.
58.7 Pro-rata payment of long service leave may be made after at least one year’s service
has been completed where an employee’s employment ceases due to retrenchment,
ill health, on death or retirement and ceasing employment after reaching age 55.
58.8 Long service leave may be taken on full pay or half pay taking into account the
operational requirements of the employee's Group and Branch.
58.9 If an employee becomes ill during a period of long service leave the employee will be
granted personal leave provided that Icon Water is provided with a medical
certificate. If personal leave is granted, the employee's long service leave will be
extended by a period equal to the period of personal leave.
58.10 If an employee is granted compassionate leave of at least one day while on long
service leave, the employee's long service leave will be extended by a period equal
to the period of compassionate leave.
59 Parental leave
59.1 The entitlements provided for in this clause are additional to the entitlements
contained in Part 2-2 Division 5 of the Fair Work Act 2009.
59.2 An employee is only eligible for the primary or secondary carer’s leave (Parental
Leave) entitlements contained in this clause if they have completed 40 weeks of
continuous service (as defined in section 22 of the Fair Work Act 2009) with Icon
Water.
59.3 An employee with less than 40 weeks of continuous service may apply for leave
without pay.
59.4 An employee returning to work after the expiration of Parental Leave will be entitled
to the job which they held immediately before proceeding on Parental Leave. Where
the job no longer exists, the employee will be placed in an available position which is
nearest in status and pay to the employee’s pre-Parental Leave position.
59.5 Once Parental Leave has commenced, the employee may shorten the period of
leave by giving Icon Water written notice at least 12 days in advance.
59.6 During a period of unpaid Parental Leave of:
a) 127 hours or less - the employee will continue to accrue personal, annual and
long service leave; and
b) more than 127 hours - personal, annual and long service leave entitlements will
not accrue for the total period of the unpaid absence.
59.7 An employee should provide Icon Water with notice of intention to take Parental
Leave as early as possible, and at least 4 weeks prior to the expected start of leave.
However, if this is not practicable, the employee must give Icon Water notice as soon
as practicable.
59.8 The entitlements provided for by the Paid Parental Leave Act 2010 are additional to
the entitlements contained in this Agreement.
59.9 Entitlement to paid leave in the event of adoption is now covered in the clauses
related to Primary Carer's and Secondary Carer's leave.
Primary Carer’s Leave
59.10 An employee who has, or will have, completed not less than 40 weeks continuous
service (at the time of the birth or adoption) is entitled to up to 661.5 hours (18
weeks) primary carer’s leave if the leave is associated with:
a) the birth of a child of the employee or the employee’s partner, or the adoption
of a child by the employee or the employee’s partner; and
b) the employee has, or will have, primary responsibility for the care of the child
within the first 12 months of birth or adoption.
59.11 For birth-related primary carer’s leave:
a) the period of 661.5 hours leave will commence 6 weeks prior to the expected
date of delivery unless the employee provides written documentation from their
medical practitioner to certify the time to which they may work safely, or the
birth occurs more than 6 weeks prior to the expected date of delivery; and
b) may be granted periods of annual leave and/or long service leave to be taken
in conjunction with paid primary carer’s leave and/or leave without pay following
paid primary carer’s leave, provided that this does not result in the employee
being absent from work for more than 12 months.
Note: This does not affect the ability of an employee who utilises their unpaid
parental leave entitlement under the National Employment Standards (as opposed to
the entitlement contained in this clause) to request an extension of that unpaid leave
in accordance with the NES.
59.12 An employee may elect to spread payment for the period of paid primary carer’s
leave (if eligible) over a period of up to 1323 hours at half pay.
59.13 Any public holiday which falls during a period of paid primary carer’s leave granted in
accordance with clause 59.10 will be counted as part of the paid primary carer’s
leave period, and the period of paid primary carer’s leave will not be extended.
59.14 Where an employee gives Icon Water a medical certificate from a registered medical
practitioner that states that the employee is fit for work, but that it is inadvisable for
them to continue in their present position during a stated period (risk period) because
of:
a) illness, or risks arising out of their pregnancy; or
b) hazards connected with that position,
then, if practical, the employee will be transferred to an appropriate safe job with the
same standard hours of work as the employee's present position (or a different
number of standard hours agreed to by the employee) and no change to any of the
employee's other terms and conditions of employment.
59.15 Employees returning from primary carer’s leave who hold a full-time position are
entitled to work part time for a period of time not exceeding 3 months. If an employee
wishes to work part time for longer than 3 months they must apply to their manager in
accordance with the “Requests for Flexible Working arrangements” at section 65 of
the Fair Work Act 2009.
59.16 For employees to access primary carer’s leave where they aren’t the birth parent,
Icon Water reserves the right to request a statutory declaration or other notification
acceptable to Icon Water stating:
a) whether the employee’s partner is employed (and if so their employment status
throughout the period of leave e.g. full-time, part-time or other and the entity to
which they are employed), or studying (e.g. on a full-time or part-time basis);
and
b) the details of all other types of leave (paid or unpaid) to be taken or applied for
by the employee’s partner (whether or not the employee’s partner is employed
by Icon Water).
59.17 The employee must notify Icon Water as soon as possible, and at least 10 weeks
prior, of their intent to access primary carer’s leave.
59.18 The employee must notify Icon Water as soon as possible of any changes to their
circumstances that will or is likely to affect their eligibility for primary carer’s leave
prior to, or throughout, the period of paid leave.
Secondary Carer’s Leave
59.19 An employee who has, or will have, completed not less than 40 weeks continuous
service (at the time of the birth or adoption) and who will not have primary
responsibility for the care of their child at the time of the birth or adoption, is entitled
to:
a) up to 4 weeks paid secondary carer’s leave at the time of the birth or adoption
for the purpose of caring for the child and/or the child’s other parent; and
b) 48 weeks of unpaid partner leave, which may be taken in no more than two
periods.
59.20 The unpaid partner leave must:
a) commence not earlier than 1 week prior to the expected date of the
birth/placement of the child; and
b) be taken within 12 months after the birth/placement of the child.
59.21 The employee must notify Icon Water as soon as possible, and at least 10 weeks
prior, of their intent to access secondary carer’s leave, stating the period of leave
being sought, including the anticipated date of return to work.
Note: This does not affect the ability of an employee who utilises their unpaid
parental leave entitlement under the National Employment Standards (as opposed to
the entitlement contained in clause 59.20(b)) to request an extension of that unpaid
leave in accordance with the NES.
Flexibility for taking paid Parental Leave
59.22 While an employee’s eligibility for paid Parental Leave is determined at the time of
birth or adoption, entitlements can be taken within the first 12 months from the date
of birth or adoption.
Entitlement to Primary and Secondary Carer’s Leave
59.23 An employee who has an entitlement to secondary carer’s leave may also take a
period of primary carer’s leave, to be taken within 12 months of the child’s birth or
adoption, if they have primary responsibility for the care of their child. The entitlement
to this leave will be subject to the evidence requirements set out in clause 59.24
below. Where an employee does take primary and secondary carer’s leave, they will
be entitled to a combined total of 18 weeks’ paid leave.
Evidence requirements
59.24 To access primary and secondary carer’s leave, Icon Water reserves the right to
request evidence of the birth or adoption:
a) for birth-related leave, a medical certificate or birth certificate showing the
expected or birth date of the child; or
b) for adoption-related leave, an integrated birth certificate, or certificate of
adoption.
Leave in the event of miscarriage
59.25 Where an employee or the partner of an employee miscarries, the employee is
entitled to 3 days of compassionate leave on each occasion a pregnancy ceases by
way of miscarriage up to 20 weeks’ gestation.
59.26 Leave as defined in clause 59.25 above will commence from the date the miscarriage
occurs and it to be taken in one continuous block of leave. Compassionate leave can
be taken with any other form of leave available to the employee.
Leave in the event of pre-term birth
59.27 Where an employee gives birth to a pre-term child (prior to 37 weeks), the employee
is entitled to paid special pre-term parental leave from the date of birth of the child up
to the end of 36 weeks.
59.28 Immediately following the period of paid special pre-term parental leave and at the
commencement of 37 weeks, the employee is then entitled to paid primary carer’s
leave in accordance with clause 59.10 above and/or secondary carer’s leave in
accordance with clause 59.19 above.
59.29 Eligible employees are those who have, or would have, if not for the pre-term birth,
completed 40 weeks continuous service at the expected due date.
59.30 Leave as defined in clause 59.27 above will commence from the date the pre-term
birth occurs and must be taken in one continuous block of leave up to the end of 36
weeks.
Leave in the event of stillbirth
59.31 Where an employee or the partner of an employee experiences the stillbirth of a child
after 20 weeks’ gestation, the employee is entitled to take the paid primary carer’s or
secondary carer’s leave they would have otherwise taken.
59.32 Leave as defined in clause 59.31 will commence from the date the stillbirth occurs
and is to be taken in one continuous block of leave.
Where both parents are employed by Icon Water
59.33 In the event that both parents are employed by Icon Water, only one parent can
access the entitlement to primary carer’s leave. Alternatively, the parents can divide
a combined total of 18 weeks’ paid leave, for them to take in whichever way suits the
needs of their family. This leave is to be taken within the first 12 months from the
date of birth or adoption.
60 Other leave
60.1 General Managers will grant paid leave for employees to:
a) undertake Defence reserve training/duty; and
b) undertake jury service as per clause 63.
60.2 General Managers may grant paid leave for other purposes including, but not limited
to, the following:
a) leave to attend as a witness in legal proceedings;
b) emergency leave for duty with emergency services;
c) emergency leave for disasters; and
d) leave for the purpose of donating blood, bone marrow and/or organs.
60.3 This clause is in addition to the entitlement to take eligible community service
activities in accordance with Division 8 of Part 2-2 of the Fair Work Act 2009.
60.4 General Managers may also grant leave without pay.
Excess Annual Leave
60.5 Employees must reduce their annual leave balances to 8 weeks if a day worker or 10
weeks if a shift worker by July 1 each year after receiving notification to do so from
the People team in January each year. In exceptional circumstances an employee
may request an exemption in order to hold a higher leave balance beyond July 1 for
a specific purpose such as an extended holiday.
61 Unauthorised Absence
61.1 Where an employee is absent from duty without approval, all pay and other benefits
provided under this Agreement, in relation to the period of absence, will cease to be
available until the employee resumes duty or is granted leave.
62 Special Leave
62.1 Icon Water may, upon sufficient cause being shown, grant an employee leave of
absence with pay not exceeding three days per year without deduction from annual
leave.
62.2 For the purposes of this clause, a year shall be deemed to commence on the date
the employee’s eligible entitlement to personal leave credits commences.
63 Jury Service
63.1 An employee called for jury service during any period in which the employee would
otherwise be required to perform their usual duties during the standard hours of duty,
shall be granted leave of absence with full pay for that period.
63.2 An employee who, attends as a juror during a period referred to in clause 63.1, shall
pay to Icon Water so much of any amounts received by the employee as fees for
attendance as a juror on that day.
63.3 An employee shall notify Icon Water as soon as possible of the date upon which they
are required to attend for jury service, providing proof of attendance.
64 Public Holidays
64.1 Employees will observe the following holidays each year, and shall be paid salary as
if that day were not a public holiday:
New Year’s Day; Australia Day; Good Friday; Easter Saturday; Easter Monday;
Anzac Day; the Queen’s Birthday; Labour Day; Christmas Day; Boxing Day;
Canberra Day and/or an additional day(s) declared as a holiday in the Australian
Capital Territory.
64.2 Where there is a day gazetted in lieu of the actual day noted in 63.1, the day in lieu
shall be observed as the public holiday.
64.3 Employees who work standard hours Monday to Friday, but not on a Saturday or
Sunday shall not receive pay if the public holiday falls on a Saturday or Sunday.
I TRAINING AND DEVELOPMENT
65 General
65.1 A skilled and trained workforce is necessary to achieve competitive advantage.
Employee development is provided through the Personal Performance Development
Plan (PPDP) process and competency programmes. Training and development
within Icon Water includes both on-the-job training including acting in higher positions
and external courses.
65.2 To encourage employees to progress through an appropriate career path and
beyond, Icon Water will provide employees with reasonable training assistance.
Training will be undertaken on both Icon Water’s and employees’ time, recognising
that training is necessary for personal development and to achieve current or future
organisational objectives.
65.3 To effectively coordinate training requirements, personal development plans will be
produced for all employees. These plans will be developed jointly between
employees and management. The development plans should:
a) be regularly reviewed and updated as part of an ongoing performance
management process;
b) reflect the operational needs of Icon Water and the employee's development
needs; and
c) the PPDP must be reviewed six monthly and evaluated annually.
65.4 On-the-job training is critical and, accordingly, employees will be expected to assist
and train/mentor other colleagues to enable them to perform all necessary tasks and
operate equipment.
65.5 Management is responsible for making available appropriate resources and
opportunities to meet identified training needs.
65.6 Further information about the PPDP process and individual performance
development plans can be found in the Personal Performance Development Plan
Policy.
65.7 The supervisor or manager through discussion with the employee will identify the
learning needs, competency development and appropriate training options using the
PPDP process.
66 Engineer registration
66.1 The implementation of the ACT’s Professional Engineer Registration Scheme (the
Scheme) will likely occur during the term of this Agreement.
66.2 Icon Water agrees to work collaboratively during the term of this Agreement, through
the Forward Work Plan of the JCC to develop and implement administrative
procedures based on the following principles:
a) Engineers who are required to hold registration under the Scheme to meet the
requirements of their role will be supported to do so by Icon Water;
b) Icon Water will meet the fee for obtaining and maintaining such registration;
and
c) Icon Water will provide any reasonably necessary paid study leave associated
with obtaining and maintaining such registration.
67 Payment for maintaining Chartered Status
67.1 Employees who are required by their position to have Chartered Status will have the
annual fee to maintain this status paid up to a maximum of $550 per annum.
Payment will be made upon production of receipts.
68 Competency Framework
68.1 Scope
This framework relates to all competency agreements within Icon Water. Icon
Water’s competency frameworks map to nationally endorsed training packages and
are used as a basis for training and advancement. Units of competency contained in
the competency frameworks are selected based on tasks performed in the relevant
areas.
68.2 Review
A joint committee of the parties (Steering Committee) will meet two monthly or as
required to monitor and review the implementation of the appropriate competency
framework in the Groups where competencies are used as the basis for training and
advancement.
The review committee is responsible for:
a) the joint resolution of any unforeseen difficulties arising from the
implementation of the framework,
b) making recommendations in relation to payment arrangements for
competencies,
c) monitoring and direction of training and assessment systems and processes,
and
d) reviewing, updating and maintaining related competency documentation
including new assessment materials.
The parties agree to align competencies with the relevant nationally endorsed
training packages where this is appropriate and to amend the agreed competencies
contained within the appropriate framework as required.
68.3 Assessment
Assessment is the process of collecting and presenting evidence in order to make
informed judgements as to whether a specified unit of competency has been
achieved in line with the performance criteria.
An effective assessment process relies on the collection of sufficient information.
Although the processes for the gathering of evidence will vary, three primary
approaches are recommended.
Sampling
a) Evaluation of a simulated process or product
b) Skill tests aligned to work activity
c) Examination of finished processes or products
Observation
a) Evaluation of process or product
b) Management of changing context and requirements
c) Interaction with related work activities
Evidence of Prior Performance
a) Collection of indirect evidence including certificates or attainment from elsewhere,
formal project appraisals, supervisor/referees’ reports.
These assessment systems are not mutually exclusive and in any instances, the
most appropriate method may be a combination of all three approaches.
Additional assessment processes must satisfy the requirements for recognition of
current competency. Currency has two dimensions:
a) Currency in terms of technology and/or process;
b) Currency in terms of recency of application.
The parties agree that if there has been a recent and quantum change in technology,
then evidence of actions before such a change is unlikely to reflect the required
competency. Similarly, if the individual claiming competency has not
performed/applied the competency for extensive periods of time then documentary
evidence would not suffice as a basis for assessment and re-assessment would be
required.
When assessing competency each unit should ensure that:
a) the individual satisfies the requirements in terms of underpinning knowledge
and skills so that their ability to transfer the competency to differing
circumstances may be reasonably inferred.
b) The individual is competent to safely perform the practical applications
required.
Employees shall undertake at the request of Icon Water any of the tasks for which
they have been assessed as competent, which includes lower level competencies as
required.
Additional assessment principles are detailed in the appropriately endorsed training
package assessment guidelines. These guidelines provide a framework for
assessment and are designed to ensure that assessment is consistent with the
Australian Quality Training Framework (AQTF).
The parties agree that if there has been a recent and quantum change in technology,
then evidence of actions before such a change is unlikely to reflect the required
competency. Similarly, if the individual claiming competency has not
performed/applied the competency for extensive periods of time then documentary
evidence would not suffice as a basis for assessment and re-assessment would be
required.
68.4 Recognition of Prior Learning (RPL) and Current Competency (RCC)
Icon Water recognises that competencies can be attained a number of ways,
including any combination of formal or informal training and education, work
experience, or general life experience. To grant RCC or RPL the assessor must be
confident that the candidate is currently competent against the endorsed package
and the evidence of competency is authentic, valid, reliable, current and sufficient.
Anyone wishing to apply for RCC or RPL is required to complete a competency claim
form including any relevant documentation in support of his or her claim.
68.5 Classifications
Classification levels commensurate with attainment of appropriate competencies are
given in Schedule B of this agreement.
Where an employee has been assessed as competent to utilise the appropriate
competency, the employee shall be classified in accordance with the relevant
framework. In seeking upward classification, an employee shall be required to
demonstrate that they meet the full requirements of the higher skill level, and has
obtained the level of competency required.
I Asse:rmlf'tlt ProcessforRCORPL
Documented
evidence .supplied
by applicant
Other evidenoe
eg sample projects
and products
~---~-~E~v ... idence indudes verification
by third party Evidence evaluated
by an assessor
Qualification
y
Formal
assessment
process
Appeal or undertake
gap training
Atseomment Proe ecs for ROC RPL Other evidence evidence Suppved eg sample projects by applicant Hod products Evidence includes verification Evidence evaluated by third party by an assessor Formal Evidence sufficient? assessment Process Successlul? N Qualification Appeal or undertake gap training
Pay advancement, if the two aforementioned criteria have been met, will be effective
from the first payday after the date of the required competency being achieved and
being available for use. If the assessment time from when claim to be assessed has
been submitted exceeds one month, and the competency is subsequently achieved,
the effective date of pay advancement will be set at the first payday one month after
the initial submission of the successful claim.
The above outlined progression supersedes all prior pay arrangements and is not
based on annual incremental advancement which does not apply to staff under
competency based pay agreements.
69 Apprentices and Dedicated Training Positions
69.1 Icon Water is committed to bringing apprentices and trainees into the organisation to
replace employees who resign or retire, provided that there is a demonstrated
business need to do so.
69.2 Icon Water will consult with the unions covered by this Agreement regarding the
number of apprentices and trainees to be recruited.
69.3 Apprenticeships and traineeships will align with national competency standards
where such standards are relevant and available.
69.4 The pay rates for trainees are included in Part 2 and apprentices rates are included
in Part 3 of Schedule B.
69.5 Adult apprentice means an apprentice who is 21 years of age or over at the
commencement of their apprenticeship.
69.6 A Water Maintenance Officer employed by Icon Water immediately prior to becoming
an adult apprentice within Icon Water must not suffer a reduction in their minimum
wage, provided that the person has been an employee of Icon Water for at least six
months as a full-time employee or twelve months as a part-time employee
immediately prior to commencing the apprenticeship.
69.7 Icon Water supports other forms of entry level intake and training through
scholarships, cadetships, graduate engineer rotation programs and tertiary student
vacation programs as well as offering work experience placements to secondary
students.
J HEALTH, SAFETY AND ENVIRONMENT (HSE)
70 HSE System
70.1 Icon Water will comply with all relevant Health, Safety and Environment legislation.
71 Consultation and Notification
71.1 Icon Water will maintain a joint Management/Union Health, Safety and Environment
Policy Committee (HSEPC) for the organisation as a whole. The Policy Committee
will have the following terms of reference:
a) advise the Senior Management on policy matters concerning HSE within Icon
Water;
b) advise the Senior Management on projects and programs to implement
relevant Icon Water policies and practices;
c) develop, monitor and review Icon Water’s HSE policy and procedures;
d) advise on broad priorities that should apply to proposed HSE projects and
programs, taking into account any resource implications;
e) monitor outcomes and review actions taken to implement HSE policies and
practices;
f) review regularly:
(i) HSE reports including overall trends in accidents, injuries and
diseases; and
(ii) summaries of matters discussed at the local HSE Committee
meetings;
g) provide information and advice to local committees; and
h) develop procedures to govern its operation.
71.2 Where a bona fide HSE issue is involved, Icon Water and the appropriate authority
must be notified
71.3 Amenities shall be provided in accordance with the relevant codes of practice to
ensure a safe working environment and the HSEPC shall have oversight of the
quality of safety in these amenities.
72 Rehabilitation
72.1 All parties covered by this Agreement will work together in the rehabilitation process
to provide all possible assistance to injured employees to return to gainful
employment with Icon Water as quickly as possible.
72.2 Icon Water can require an employee to:
a) attend an independent medical assessment with an appropriate occupational
physician or another registered medical practitioner;
b) obtain a report from the physician which outlines the employee's capacity to
perform existing and/or modified duties and provide a copy of this report to Icon
Water; and
c) Icon Water will meet the cost of any assessments undertaken and reports
obtained in accordance with this clause.
72.3 If the report provided by the occupational physician/medical practitioner indicates that
the employee is unlikely to be able to effectively work for Icon Water again, Icon
Water will explore all reasonable employment alternatives for the employee in
consultation with the relevant union (if any).
73 Inclement Weather Provisions
73.1 This clause is intended to cover employees working outdoors in inclement weather
and abnormal climatic conditions.
73.2 During inclement weather or abnormal climatic conditions the employee shall include
as part of their site risk assessment, the working environment, taking into account
hazards associated with working outdoors in these conditions.
73.3 In the first instance decisions about whether it is safe to work shall be taken at the
local level through consultation between the supervisor and team leader.
73.4 Supervisors/ Team Leaders should seek advice from Health and Safety
Professionals where uncertainty exists.
73.5 When the decision has been taken that work should cease due to inclement weather
or abnormal climatic conditions, Employees working outdoors shall seek access to
shelter from the prevailing inclement weather or abnormal climatic conditions.
73.6 Employees shall not leave the workplace without being authorised by their immediate
supervisor. In all instances resulting in the employees leaving site, employees will
carefully store any tools, materials, equipment or any other property of the company
in a safe and secure manner and ensure the site and network assets are left in a safe
condition for both future workers on site as well as members of the public.
73.7 Employees working outdoors may be transferred from one location where it is
unreasonable to work due to inclement weather or abnormal climatic conditions to
work at another location which is not affected.
73.8 When work has ceased because of inclement weather, employees working outdoors
shall not be required to resume work until it is safe to do so and in consultation with
supervisor/ line manager. In the event that it is necessary to postpone work for more
than two hours, employees will go back to their depots so that activities such as
toolbox talks, training and maintenance can be arranged.
73.9 In agreed emergency situations such as loss of supply or risk to public health and
safety, work shall continue through inclement weather or abnormal climatic
conditions. When undertaking any work the safety of the employees must be given
the highest priority.
73.10 In work locations where employees are exposed to rain, work in such conditions will
be limited to emergency response where there is a threat to the safety of the public
and/or environmental risks or where a job has commenced prior to the
commencement of the rain and the non-completion of the job would lead to a public
safety or environmental risk or for the public.
The employees who work in such conditions to remove the threat to public safety will
be supported by Icon Water to enable them to mitigate the effects of these conditions
as follows:
a) Issued with suitable waterproof clothing
b) When employees become wet due to the performance of the work, they will be
released from duty when the job is completed for a reasonable period of time,
to change into dry clothing with no loss of earnings.
73.11 If any employee is required by the company to work in temperatures exceeding 36
degrees they must rest for one full hour for every one hour worked with no loss of
earnings.
73.12 This clause does not preclude any individual employee from ceasing work earlier
than indicated above due to health and safety reasons when distressed by the
inclement climatic conditions. Supervisors/Team Leaders, health and safety staff as
appropriate, shall be informed of such cessation of work.
K TERMINATION OF EMPLOYMENT
74 Notice of Termination by Icon Water
74.1 Where Icon Water terminates the employment of a permanent full time or part time
employee, the employee is entitled to a period of notice of termination or a payment
in lieu of notice calculated as follows:
Length of continuous service with Icon Water Period of Notice
Not more than 1 year 1 week
More than 1 year but not more than 3 years 2 weeks
More than 3 years but not more than 5 years 3 weeks
More than 5 years 4 weeks
74.2 If an employee is over 45 years of age and has completed not less than two years
continuous service at the time notice of termination is given, the employee will be
entitled to an additional week’s notice of termination or payment in lieu of notice.
74.3 The period of notice in this clause does not apply in the case of dismissal for serious
misconduct.
74.4 Payment in lieu of the notice will be made if Icon Water does not require the
employee to work out the notice period. Icon Water may require an employee to
work out part of the notice period, and make payment in lieu of the balance of the
notice period.
74.5 Any payment in lieu of notice will be calculated based on the employee's full rate of
pay (including incentive-based payments and bonuses, loadings, monetary
allowances, overtime and penalty rates and any other separately identifiable
amounts) for the hours that the employee would have worked had their employment
continued until the end of the notice period.
74.6 Clauses 74.1 to 74.5 will not apply to the following groups of employees:
a) casual employees;
b) an employee (other than an apprentice) to whom a training arrangement
applies and whose employment is for a specified period of time or is, for any
reason, limited to the duration of the training arrangement;
c) employees engaged for a specific period of time or for a specified task; and
d) employees who are voluntarily retrenched (the termination notice entitlement
for these employees is provided for in clause 79.6).
74.7 For the purpose of this clause continuous service shall be given the meaning under
section 22 of the Fair Work Act 2009.
75 Notice of termination by employee
75.1 An employee who resigns must provide Icon Water with the amount of notice
specified in clause 74.1 above. However, an employee aged over 45 years is not
required to give an additional notice.
76 Time off during notice period
76.1 Where Icon Water gives an employee notice, the employee will be allowed up to one
day of leave without loss of pay during the notice period for the purpose of seeking
other employment.
76.2 This leave must be taken at a time or times agreed to by the employee and Icon
Water.
77 Unused Personal Leave Payout
77.1 An employee who:
a) resigns;
b) retires; or
c) is retrenched,
will receive an amount equivalent to one week's base salary for every 500 hours of accrued
unused personal leave that the employee has at the date their employment with Icon Water
ends. A pro-rata payment will be made for any additional accrued unused personal leave of
less than 500 hours.
L REDUNDANCY
78 Consultation
78.1 Where an organisational restructure is likely to result in positions occupied by
employees becoming redundant, the following consultation process will be followed:
a) the General Manager of the area concerned, once they have determined the
most appropriate structure, including the mix of skills and numbers of
employees, will discuss the proposals with the relevant employees and the
relevant union(s);
b) the restructuring proposals of individual Groups or part thereof will be collated
into an overall plan that identifies the problem clearly. This plan will be
discussed with the relevant employees and the relevant union(s); and
c) Icon Water will advise relevant employees and unions if restructuring proposals
are being prepared, and will allow those employees and unions to provide input
before the proposals are finalised.
As part of this consultation:
d) the relevant unions will be consulted regarding the appropriate mechanisms for
selecting the employees who will be retrenched; and
e) relevant employees and relevant unions will be provided with:
(i) Icon Water’s reasons for considering that a position or positions are
likely to be excess to requirements;
(ii) the number, classification, location and details of the employees
whose positions are likely to be excess to requirements; and
(iii) where changes in the staffing structure are proposed - the number and classification
of employees in the part of the organisation affected, the number and classification of
employees expected to be required for the performance of any continuing functions in
the part of the organisation affected, and details of the employees who are likely to
be affected.
78.2 Consultation with the relevant unions will include discussion of:
a) measures that could be taken to remove or reduce the incidence of positions
becoming excess;
b) redeployment prospects within Icon Water for the employees concerned; and
c) the appropriateness of using voluntary retrenchment.
d) Icon Water will consult with the relevant unions on the identity of a job search
provider in the event that redeployment is unavailable within Icon Water.
78.3 The discussion referred to in clause 78.2 will take place over a reasonable period of
time, having regard to the particular matters under discussion and to the need for
potential excess staff situations to be resolved quickly.
78.4 An employee will not, during the four week period following the start of the
consultation referred to in clause 78.1(a), be:
a) invited to volunteer for retrenchment; or
b) formally advised that their position is excess to Icon Water’s requirements.
78.5 Where Icon Water or a related entity offers an employee whose position has been
declared redundant a position with terms and conditions of employment that are
substantially similar to and considered on an overall basis no less favourable than
the employee’s existing position, and the employee declines to accept the position
offered then they will not be eligible to receive a retrenchment payment.
78.6 Icon Water will not provide an employee with redundancy pay under clause 79 or 80
in the circumstances prescribed by section 122 of the Fair Work Act 2009.
78.7 Eligible employee: An employee other than:
a) A probationary employee;
b) A temporary employee; and
c) A casual employee
is an eligible employee.
78.8 Excess employee: An employee is an excess employee if:
a) the employee is included in a class of employees employed in Icon Water,
which class comprises a greater number of employees than is necessary for
the efficient and economical working of Icon Water; or
b) the service of the employee cannot be effectively used because of
technological or other changes in the work methods of Icon Water or changes
in the nature, extent or organisation of the functions of Icon Water; or
c) the duties usually performed by the employee are to be performed at a different
locality, the employee is not willing to perform duties at the locality and the
Chief Executive has determined the provision of this clause apply to that
employee.
79 Voluntary Retrenchment
79.1 Subject to clause 78.4, Icon Water may, after undertaking consultation in accordance
with clause 78, invite employees to volunteer to be retrenched in accordance with
this clause.
79.2 Where Icon Water invites an employee to volunteer to be retrenched, the employee
will have one month to advise Icon Water of their decision. Icon Water will not give
the employee notice of retrenchment before the end of this one month period.
79.3 Icon Water will, in its discretion, decide whether to accept or decline an application
for voluntary retrenchment.
79.4 Employees who may be considering voluntary redundancy should seek financial
advice prior to making their decision. Icon Water will reimburse (on production of
receipts) up to $600 per employee for such financial advice.
79.5 Nothing in this Agreement will prevent Icon Water from inviting employees whose
positions are not excess to requirements from expressing interest in voluntary
retrenchment, in accordance with this clause, if such retrenchment would permit the
redeployment of employees whose positions are excess to requirements and who do
not wish to be voluntarily retrenched.
Notice of termination
79.6 If Icon Water approves an application for voluntary retrenchment, the employee will
be given five weeks' notice (or payment in lieu of notice). Icon Water may require an
employee to work for part of the notice period and provide the employee with
payment in lieu of the balance of the notice period.
79.7 Any payment in lieu of notice will be calculated based on the salary that the
employee would have received had they been on annual leave during the notice
period or the unexpired portion of the notice period (as appropriate).
Redundancy pay
79.8 An employee retrenched in accordance with this clause will, on termination, be paid a
sum equal to:
a) 3 weeks’ salary for each completed year of continuous service; plus
b) a pro rata payment for each full month of service in any period of less than 12
months continuous service,
subject to a minimum payment of 4 weeks’ salary and a maximum payment of
87 weeks’ salary.
79.9 For the purpose of calculating any payment under clause 79.8:
a) where an employee has been acting in a higher position for a continuous period
of at least 12 months immediately preceding the date on which they receive
notice of retrenchment, the salary level will be the employee’s salary in the
higher position at that date; and
b) where an employee, during 50% or more of the pay periods in the 12 months
immediately preceding the date on which they receive notice of retrenchment,
has been paid a loading for shift work, the weekly average amount of shift
loading received by the employee during that 12 month period will be counted
as part of the employee's weekly salary.
79.10 If an employee volunteers to be retrenched, and Icon Water agrees to this, the
employee will not be entitled to access entitlements provided for in clause 80.
80 Involuntary Retrenchment
80.1 If an employee is retrenched, other than in accordance with clause 79, they will be
entitled to receive a severance payment as calculated in accordance with the table
below. The payment will be based on the employee's base rate of pay for their
standard weekly hours of work at the time their employment is terminated.
Full years of
continuous
service
Employees who are under 45 years of
age at the date of termination and less
than 20 years’ service
Employees who are 45 years of
age or older or with more than 20
years continuous service at the
date of termination
1 31 weeks 57 weeks
2 31 weeks 57 weeks
3 31 weeks 57 weeks
4 31 weeks 57 weeks
5 31 weeks 57 weeks
6 31 weeks 57 weeks
7 31 weeks
Plus 4 weeks per year
57 weeks
8 35 weeks 57 weeks
9 39 weeks 57 weeks
10 43 weeks 57 weeks
11 47 weeks 57 weeks
12 51 weeks 57 weeks
13 55 weeks 57 weeks
Plus 4 weeks per year
14 59 weeks 61 weeks
15 63 weeks 65 weeks
16 67 weeks 69 weeks
17 71 weeks 73 weeks
18 75 weeks 77 weeks
19 79 weeks 81 weeks
20 85 weeks
21 89 weeks
22 93 weeks
23 96 weeks
24 96 weeks
25 96 weeks
26 96 weeks
27 96 weeks
28 96 weeks
29 96 weeks
30 96 weeks
31 96 weeks
32 96 weeks
33 96 weeks
34 96 weeks
35 96 weeks
36 96 weeks
37 96 weeks
38 96 weeks
39 96 weeks
40 96 weeks
81 Leave and Expenses to Seek Employment
81.1 An employee will, from the date they receive written notice of termination from Icon
Water, be entitled to take leave with full pay to attend job interviews. The amount of
leave will be determined by agreement between the employee and their supervisor.
81.2 The employee will be entitled to reimbursement of reasonable travel and incidental
expenses incurred in attending an interview, provided that those expenses are not
met by the prospective employer.
82 Re-employment
82.1 If an employee is retrenched, no employer party to this Agreement will employ, or
engage in any other capacity (including as an independent contractor), the employee
for at least 12 months following the retrenchment.
M DISPUTE PREVENTION AND RESOLUTION
83 Dispute Prevention and Resolution
83.1 If a dispute relates to:
a) a matter arising under this Agreement; or
b) the National Employment Standards,
this clause sets out procedures to settle the dispute.
83.2 The persons and organisations covered by this Agreement agree to facilitate the
constructive and speedy resolution of any grievance or issue of concern at the
workplace to which these procedures apply.
83.3 The persons and organisations covered by this Agreement agree to undertake all
necessary steps to ensure that all relevant issues receive prompt attention and are
resolved by the internal settlement of the issues.
83.4 Every effort will be made to ensure that Stages 1, 2 and 3 (described below) are
completed within seven working days of a dispute being raised, and to prevent
escalation of any dispute.
Stage 1
83.5 The employee and/or union delegate or other employee representative must provide
the employee's immediate supervisor with a completed "Icon Water Grievance
Report Form" which:
a) describes the substance of the dispute;
b) requests a meeting or bilateral discussion; and
c) describes the remedy sought.
83.6 If Icon Water wishes to raise a dispute, it will do so by providing the relevant
employee(s) and organisations covered by this Agreement with written notice.
83.7 The parties should attempt to settle the dispute at the workplace level.
Stage 2
83.8 If the dispute cannot be resolved in Stage 1, the employee and/or employee
representative must meet with the next level of management.
Stage 3
83.9 If the dispute cannot be resolved in Stage 2, the employee and/or relevant employee
representative will meet with management and the relevant General Manager.
Stage 4
83.10 If the dispute cannot be resolved in Stage 3, the employee or employee
representative (as appropriate) will meet with the General Manager People, Health
and Safety (or their delegate) and the relevant General Manager.
Stage 5
83.11 If the dispute cannot be resolved in Stage 4, a party to the dispute may refer it to the
Fair Work Commission (FWC).
83.12 The FWC will refrain from further dealing with the dispute and dismiss the dispute
where the initiating party has applied, or applies, to have the dispute reviewed by a
court or tribunal.
83.13 Subject to clause 83.12, the FWC may deal with a dispute referred to it under 81.11
in two stages:
a) the FWC will first attempt to resolve the dispute as it considers appropriate,
including by mediation, conciliation, expressing an opinion or making a
recommendation; and
b) if the FWC is unable to resolve the dispute at the first stage, it/they may then:
(i) arbitrate the dispute; and
(ii) make a determination that is binding on the parties.
83.14 Subject to any appeal, the parties to the dispute agree to be bound by any decision
or direction made by the FWC in accordance with this clause.
83.15 Each party to the dispute will bear its own costs, including but not limited to, the costs
associated with being represented in proceedings before the FWC.
83.16 While the parties to a dispute are trying to resolve the dispute using the procedures
in this clause:
a) an employee must comply with a direction given by the employer to perform
other available work at the same workplace, or at another workplace, unless:
(i) the work is not safe;
(ii) applicable occupational health and safety legislation would not permit
the work to be performed;
(iii) the work is not appropriate for the employee to perform; or
(iv) there are other reasonable grounds for the employee to refuse to
comply with the direction.
84 Discipline Procedure for Misconduct
84.1 Misconduct is when an employee behaves in a way that is a dereliction of duty or is
wilful conduct that is unsatisfactory by the standards Icon Water has a right to expect
from employees.
84.2 Examples of behaviour which may be considered as possible misconduct include:
a) conduct which is an impediment to the satisfactory performance of the work of
the employee or other employees of Icon Water;
b) failure to comply with a reasonable instruction given by a person in line
management of the employee;
c) bullying behaviour that may be reasonably perceived as harassing, intimidating,
overbearing or physically or emotionally threatening, or other unsatisfactory
conduct;
d) an action of the employee which is prejudicial to the general health or safety of
other employees or members of the public; and/or
e) conduct of the employee that results in a conviction, sentence or other order
imposed by a court which restricts the activities of the employee in a manner
that constitutes an impediment to the employee carrying out their duties.
General Discipline Procedure for Misconduct
84.3 A clear and effective discipline procedure is fundamental in achieving efficiency,
safety and sound employee relations. Disciplinary action is normally only necessary
where the informal counselling of an employee has been unsuccessful. The most
effective method of correcting inappropriate behaviour is by rewarding or
acknowledging appropriate behaviour.
84.4 The following disciplinary procedure shall be applied in the event of an employee’s
misconduct.
Stages of Discipline
84.5 Depending on the seriousness of the misconduct, the disciplinary procedure may be
initiated at any stage 1, 2 or 3, or may involve summary dismissal. Where demotion
or dismissal may be contemplated, a full investigation of the circumstances should be
undertaken, with the employee and union able to confront and counter any evidence
of the misconduct.
Stage 1 - Counselling
84.6 In this stage, the employee's supervisor will attempt to establish if there are reasons
behind the misconduct. The supervisor must make a genuine attempt to understand
the employee’s behaviour. Having genuinely attempted to establish the cause of the
misconduct, the supervisor can ascertain whether or not Icon Water is able to assist
the employee. The employee (and their representative, if any) should be informed on
completion of this stage.
Stage 2 - First Warning
84.7 Where misconduct is repeated or continues, the employee will be given a formal
written warning by management which indicates clearly to the employee:
a) what is expected and required of them;
b) description of the misconduct;
c) that they must not engage in the misconduct;
d) what Icon Water will do to support them; and
e) what the consequences will be if they engage in misconduct again.
84.8 This warning is to be issued in the presence of:
a) the employee's Supervisor or Manager; and
b) the relevant union organiser or delegate if requested by the employee.
84.9 In the event that there is no repetition of misconduct for a period of six months, the
warning will lapse.
Stage 3 - Final Warning
84.10 This is the final written warning before further action is taken by management. The
employee is informed in writing that if, after the completion of an investigation and
consultation with the employee’s union if requested by the employee, there is a
repetition of misconduct; the employee will be subject to appropriate disciplinary
action, which is limited to suspension, demotion, transfer or dismissal.
84.11 This final written warning is also to be given in the presence of:
a) the employee's Supervisor or Manager; and
b) the relevant union organiser or delegate if requested by the employee.
84.12 In the event that there is no repetition of misconduct for a period of 12 months, the
warning will lapse.
Repetition of Misdemeanours After Lapse of Warnings
84.13 Should the employee, through their actions, indicate a failure to improve
performance, and appear to be abusing the warning system:
a) the situation will then be resolved through discussion between the relevant
General Manager, the General Manager People, Health and Safety, relevant
employee and, if requested by the employee, the relevant union organiser or
delegate; and
b) the use of ongoing warnings to the employee will be reviewed.
Degrees of Discipline
84.14 Appropriate disciplinary action must be chosen for each misdemeanour. Different
circumstances in each case make it impossible to generalise about which action is
appropriate. Listed below however, are some guidelines for the assistance of
supervisors.
84.15 Minor misconduct - work through all stages of disciplinary process from stage 1, for
example:
a) continued absenteeism;
b) poor time keeping;
c) minor breach of safety regulation; or
d) leaving workplace without permission.
84.16 Serious misconduct - where it may be appropriate to bypass the counselling stage
and commence the process at stage 2 or 3, depending on the circumstances. It may
be necessary to give a first or last warning to the employee, for example in cases of:
a) negligence;
b) malingering; or
c) abusing or intimidating other members of staff or the public.
84.17 Conduct that might be unlawful - where it may be necessary to proceed to summarily
dismiss employee, for example:
a) major breach of safety requirements (e.g. deliberate contravention of permit
procedures);
b) deliberately damaging Icon Water property and/or personal property;
c) fraud (e.g. falsifying documents);
d) assaulting other members of staff or the public; or
e) theft.
Protective Clothing and Equipment
84.18 All employees must wear and use such protective clothing as is required to ensure
safe performance of work. The current arrangements for the quantity issued and its
replacement will continue. The HSE committees in each area will make
recommendations to management on changes to protective clothing and equipment
and the quantity to be issued to improve safe performance of work.
84.19 The following disciplinary procedure will apply in situations where employees cannot
provide any good reason for not wearing and/or using prescribed clothing and/or
equipment.
First Offence:
a) the employee will be immediately suspended, without pay, and will not be
allowed to resume any duty until they are properly attired with the prescribed
protective clothing and equipment for the duties to be performed;
b) the employee will be counselled by their appropriate manager and warned of
the consequences of a further breach of rules on the use of protective clothing
or equipment;
c) the matter will be formally recorded and acknowledged by the employee.
Details will then be placed on the employee's personal file, with a copy being
forwarded direct to the employee; and
d) in the event that there is no repetition of inappropriate behaviours for a period
of 12 months, the warning will lapse.
Second Offence:
e) the employee will be immediately suspended, without pay, and will not be
allowed to resume any duty until they are properly attired with the prescribed
protective clothing and equipment for the duties to be performed;
f) the employee will be counselled by their appropriate supervisor and Manager
and advised that dismissal may result if the employee is guilty of a further
breach of protective clothing or equipment requirements;
g) the matter will be formally recorded and acknowledged by the employee.
Details will then be placed on the employee's personal file, with a copy being
forwarded direct to the employee; and
h) in the event that there is no repetition of inappropriate behaviours for a period
of 12 months, the warning will lapse.
Third Offence:
i) the employee will be immediately suspended without pay;
j) a report will be provided to the appropriate General Manager detailing all
previous counselling provided to the employee as a result of the employee's
failure to adhere to the requirements of this Agreement; and
k) on the basis of this report, the surrounding circumstances and all other relevant
information, the General Manager may dismiss the employee.
85 Managing Unsatisfactory Performance
85.1 For the purposes of this clause, unsatisfactory performance occurs when an
employee does not perform their job to a satisfactory standard due to lack of
competency, skill, knowledge, or understanding of their position. It does not mean
unsatisfactory performance that is the result of misconduct.
85.2 The process of performance management is not intended to punish an employee, but
to assist the employee to overcome performance problems and satisfy job
expectations.
85.3 Employees are entitled to a position description that clearly states the requirements
of their position.
85.4 Employees are responsible for performing their positions effectively and efficiently to
a standard that is at least satisfactory.
85.5 If an employee is assessed by their supervisor or manager as not performing their
position to a satisfactory standard, the following stages apply.
Stage 1
85.6 Counsel the employee about their performance and attempt to ascertain their
understanding of the requirements.
85.7 Attempt to ascertain whether there are any work-related or non-work issues
contributing to the poor performance.
85.8 Develop a performance management plan designed to give the employee an
opportunity to improve and demonstrate that improvement.
85.9 The performance management plan must provide a time frame for improvement of at
least 8 weeks up to a maximum of 6 months having regard to the performance
problems and the circumstances and relevant details of the employment.
85.10 The performance management plan must be specific. It should include, but is not
limited to, one or more of the following strategies:
a) coaching or mentoring by a senior or more experienced employee;
b) additional training relevant to the performance problem;
c) short term specific tasks with clearly defined outcomes which must be
satisfactorily achieved by the employee;
d) short term transfer to another work area to gain skills relevant to the
performance problem;
e) counselling through the employee assistance program;
f) a warning that failure to improve within the required time frame may lead to:
(i) transfer to another job or work area.
(ii) demotion; or
(iii) termination of employment.
Stage 2
85.11 If an employee fails to improve their performance to a satisfactory standard, Icon
Water may:
a) transfer the employee to another job or work area if a suitable vacancy exists,
having regard to the employee’s capabilities and motivation;
b) demote the employee to a position if a suitable vacancy exists, having regard to
the employee’s capabilities and motivation; or
c) terminate the employee's employment once it is demonstrated that the
employee, having received appropriate support, is unwilling or unable to
improve.
85.12 The following pre-requisites are necessary before a termination of employment can
occur:
a) a performance management plan must have been developed and implemented
specific to the employee’s unsatisfactory performance;
b) a reasonable time frame, of at least 8 weeks up to a maximum period of 6
months having regard to the performance problems and the circumstances and
relevant details of the employment, must have been provided to the employee
for them to demonstrate improvement to a satisfactory standard; and
c) the employee must have been previously warned that failure to reach a
satisfactory standard of performance within the required time frame may lead to
termination of employment.
85.13 This clause will apply to employees on probation except that the maximum time
frame to demonstrate improvement to a satisfactory standard will be 2 weeks during
the probationary period.
86 Appealing Management Decisions
86.1 Employees may appeal certain decisions taken by management in accordance with
the following provisions.
Discipline Appeal
86.2 An employee who has been disciplined has the right of appeal under the appeal
provisions at 85.4of the Agreement with the employee having a period of fourteen
working days to lodge an appeal.
Promotional Appeals
86.3 An employee may appeal against the promotion of another employee to a position
within Icon Water subject to the following conditions:
a) An appeal may only be made where the appellant was an applicant for the
advertised position;
b) An appeal may only be made against a promotion to an appealable position;
positions equivalent to or above the top of Icon Water Level 4 Zone A (see Part
2 of Schedule B) are not appealable;
c) The only ground of appeal is that of greater efficiency. In this context, greater
efficiency shall include consideration of all relevant matters including
experience, qualifications and demonstrated ability/ competence;
d) There is no appeal against the appointment of an external candidate to any
position within Icon Water.
An appeal must be lodged in writing to the Managing Director within fourteen (14)
days of the promotion being notified in writing. The written appeal must provide full
details, including the reasons why the appellant believes they have greater efficiency
than the employee who was promoted to the position.
Appeal Committee
86.4 A promotion or grievance appeal shall be processed in the following manner:
a) The appeal shall be heard by an Icon Water Appeal Committee comprising:
i. An independent Chair (Agreed by all parties)
ii. One person nominated by Icon Water
iii. One person nominated by the relevant union;
(b) The nominees of Icon Water and the employee must be persons who have no
direct involvement in the matter which is the subject or proceedings; and
(c) Proceedings before the Icon Water Appeal Committee shall be conducted in
such a manner as the Appeal Committee considers appropriate. The Appeal
Committee is to conduct its proceedings in as informal a manner as possible,
with due regard to procedural fairness and the principles of natural justice.
The Appeal Committee shall provide a recommendation to the Managing Director,
who shall review all Committee findings and make a decision on the outcome.
87 Charter of Unions Rights and Responsibilities
Union Delegates
87.1 A union delegate who raises a dispute under clause 83, or who is appointed as an
employee's representative for the purposes of the dispute resolution process set out
in clause 83, will be released from duty so that they can participate in that process.
87.2 To enable unions to fulfil their commitments and responsibilities in relation to
consultation, duly accredited union employee delegates should have access to
employees and management to discuss industrial issues, taking into account
operational requirements.
87.3 Organisations covered by this Agreement must ensure that their workplace delegates
will act at all times to further the objectives of this Agreement.
87.4 Where there is a situation of multiple union coverage of a class of employees, the
relevant unions will act collectively in the best interests of their members.
87.5 Icon Water will, within the context of operational requirements, provide reasonable
facilities for accredited union delegates, including reasonable time off to undertake
their duties and attend union training, use of office facilities (including photocopiers
and telephones), and use of storage facilities.
87.6 No employee will be disadvantaged as a result of union activities conducted in
accordance with this clause.
Union Training
87.7 In an attempt to reduce the number of disputes that occur in the workplace and
streamline the dispute resolution process, union members will be given access to
reasonable paid time off work to attend union training associated with issue
prevention and resolution.
Leave to attend Issues Resolution in Fair Work Commission
87.8 Members and delegates of organisations covered by this Agreement will be granted
a leave of absence if they are required to attend any proceedings before the Fair
Work Commission (FWC) as follows:
a) leave of absence to participate in the conduct of proceedings before the FWC
will be with full pay. For the purposes of this clause, participation means active
involvement in the conduct of a case, and not merely attending at the FWC to
observe proceedings;
b) leave of absence for preparation for matters to be heard by the FWC will be
without pay and must not exceed three months in any twelve month period; and
c) leave of absence with full pay will be granted if the employee is required to
appear as a witness in any FWC proceedings.
87.9 Leave of absence granted under this clause will count for all purposes as period of
service.
Work Area Inductions for New Starters
87.10 The induction for new starters in each work area will include a meeting with the
relevant Union Delegate.
N SCHEDULES
Schedule A – Infrastructure Services Group
This Schedule applies to all relevant employees working in the Infrastructure Services
Group.
EMPLOYMENT CONDITIONS
In this Schedule, the following definitions apply:
Branch Manager means the manager of the relevant Branch who reports to the
General Manager.
Network Maintenance Supervisors means all persons designated as a Supervisor
in Maintenance Services who lead teams of Water Industry Operators.
Major Plants Supervisor means all persons designated as a Supervisor within
Major Plants Group.
First Response means all persons designated as a First Response in Maintenance
Services.
Water Industry Operator (Network) means an employee who participates in all
aspects of the water and sewerage systems for which the employee has been
assessed as competent.
Water Industry Operator (Treatment) means Water Industry Operators or Remote
Plant Operators who perform Treatment duties.
Threshold refers to the nominated level of hours built into the annualised salary
above which penalty rates will be paid.
1 Competency Frameworks
1.1 Work is progressing to establish a Competency Framework in six streams:
a) Instrumentation Technician
b) Electrical Fitter
c) Mechanical Fitter
d) Water Maintenance Officer
e) Network Operator
f) Headworks Officer
1.2 Each stream has a steering committee comprised of employee representatives from
each of the six streams and an equal number of representatives from management.
1.3 Each steering committee will meet quarterly or as determined by the steering
committee.
1.4 The Competency Frameworks will be updated as required by the steering committee.
1.5 Any change to the Competency Framework will be determined by the steering
committee.
1.6 As each of these Competency Frameworks is finalised by the steering committee, a
consultation process will occur. Employees will then be given the option to transfer
onto the competency framework when there is mutual consent.
2 Plumbers (Licence and Tool) Allowance
2.1 Plumbers who are not supplied with tools by Icon Water will be paid a weekly
allowance of $25.53 for the upkeep and replacement of tools.
2.2 A Water Industry Operator who:
a) is required to carry out work for which a plumbing licence is necessary; and
b) holds a licence issued by the appropriate authority,
will be paid an additional amount of $25.53 for each week that the employee is
required to carry out the work for which the licence is required.
2.3 The allowances set out in clauses 2.1 and 2.2 above are All Purpose Allowances.
3 Thirty Six Hour Week
3.1 This clause applies to employees who are:
a) classified as Water Industry Operator, Network Maintenance Supervisor, First
Response, Labourer, Headworks Officer, Network Operator or Technical
Officer within the Network Branch
b) work in the Major Plant Maintenance Delivery section of Major Plants
3.2 The standard hours of work of employees referred to in clause 3.1 will be 36 hours
per week, to be worked over:
a) eight consecutive hours per day (exclusive of meal breaks) between the hours
of 6:00am and 6:00pm; and
b) a nine day fortnight with one RDO between the hours of 6.00am and 6.00pm.
3.3 The spread of hours referred to in clause 3.2(a) above may be altered by mutual
agreement between Icon Water and the employees concerned.
3.4 The starting and finishing times within the spread of hours will be in accordance with
the arrangements Icon Water has in place on the date this Agreement commences
operation.
4 Flexible Work Practices
4.1 All employees will maintain an ongoing commitment to positive flexible attitudes
towards the allocation and performance of work as a team, regardless of title or
classification.
4.2 In the interest of plant operations, environmental protection and safety, Operations
employees may perform minor trade tasks. Similarly, Maintenance employees may
perform minor operational tasks. These tasks will only be undertaken after adequate
training and competence assessment. Clear guidelines as to scope of such work will
be developed to protect people, equipment and the environment. If employees are in
any doubt about any aspect of applying cross-skills, they must contact (their team
lead/branch manager).
NETWORK MAINTENANCE SUPERVISOR AND FIRST RESPONSE ARRANGEMENTS
5 Rationale and Objectives
5.1 The payment of an annualised salary to Network Maintenance Supervisors and First
Responders of 26% is designed to:
a) facilitate and encourage proactive workplace change determined by business
needs;
b) recognise the managerial responsibilities of Network Maintenance Supervisors
and First Responders; and
c) minimise administrative processes.
6 On-Call and Overtime
6.1 The Annualised salary includes payment for all overtime and on-call duties
undertaken by the Network Maintenance Supervisors and First Responders.
6.2 All Network Maintenance Supervisors and First Responders will be required to
participate in an on-call roster which will provide for 24 hour coverage, 365 days per
year.
6.3 It is expected that Network Maintenance Supervisors and First Responders will
generally not utilise annual leave while rostered on-call unless the relevant manager
has made prior arrangements with another Network Maintenance Supervisor or First
Responder. If this is found to be placing unreasonable time requirements on the
Network Maintenance Supervisor or First Responder, the relevant manager will
consult with these groups of employees and their representatives in an effort to
resolve the matter.
6.4 The arrangements for covering on-call and overtime will be reviewed in consultation
with Team Leaders and Managers to resolve any unreasonable time requirements.
7 RDOs and Time off in lieu
7.1 RDOs will be rostered to meet work requirements. Where Network Maintenance
Supervisors and First Responders are required to work their RDO, they will be
entitled to take a day in lieu at a time agreed with the relevant manager.
7.2 Where there is a requirement for Network Maintenance Supervisors and First
Responders to work extraordinary planned work, and/or work outside of normal
agreed hours on a sustained basis, attendance at work will be discussed, and time in
lieu will be arranged, with the relevant manager.
7.3 If an employee who works in a position which requires them to work a nine day
fortnight agrees to change to a position which does not work a nine day fortnight, the
employee will not be entitled to work a nine day fortnight in the new position.
8 Higher Duties
8.1 Absences of one day or less from duty by individual Network Maintenance
Supervisors and First Responders will be covered by the remaining Network
Maintenance Supervisors and First Responders. In exceptional circumstances,
consultation will take place in determining how to deal with the matter.
8.2 If work requirements and operational needs warrant additional resources for
immediate and deferred after hours work, the relevant Manager will provide for other
employees in Field Manager and Team Leader roles to perform higher duties.
8.3 The Relevant Manager will maintain a list of staff willing to perform higher duties as a
Network Maintenance Supervisor or First Responder. The list will be kept current by
regularly seeking expressions of interest from Network Maintenance Delivery field
staff.
9 Higher duties allowance
9.1 Refer to clause 32 of the Agreement.
9.2 Water Industry Operators will be paid at the non-annualised classification of the
Network Maintenance Supervisor when they are acting and will claim allowances and
penalty payments that apply to their substantive positions.
10 Immediate and deferred after hours work
10.1 Network Maintenance Supervisors and First Responders who are rostered on call will
make decisions regarding the conducting or deferral of afterhours work. These
decisions will be guided by the requirements of the Utilities Act 2000 and any
applicable environmental legislation and guidelines.
11 Rates of Pay
11.1 Network Maintenance Supervisors and First Responders will be paid an annualised
salary as specified in Schedule B.
11.2 The annualised salary includes payment for all payments and allowances including,
but not limited to:
a) overtime (including payment for call outs);
b) disability allowances;
c) telephone reimbursement; and
d) shift penalties.
11.3 Network Maintenance Supervisors and First Responders may claim meal allowances
in accordance with the provisions of the Agreement.
WATER INDUSTRY OPERATORS (NETWORK) ARRANGEMENTS
12 Required staffing for Water Industry Operators tasks and duties
12.1 Network Maintenance Supervisors and Team Leaders have the responsibility to
determine the staff required to complete Water Industry Operator (Network) tasks
and duties in accordance with the Water Industry Operator Job Staffing Level
guidelines set out below.
One Person Duties
12.2 The following 'one person duties' are examples and should not be regarded as a
definitive list. Where duties are not defined below, the relevant manager will
determine the appropriate number of competent staff to perform the task:
a) meter changes
b) restorations
c) stopcocks where above ground or easy to access
d) replace lids and grates where weight does not require two people
e) investigations of jobs
f) normal customer complaints
g) reservoir at ground level inspections (visual)
h) hydrant markers where the road is not a main access with high traffic load
i) stop valves markers
j) manhole locations
Two Person Duties
12.3 All other job types will require a minimum of two people unless additional staff are
required and allocated by a Network Maintenance Supervisor or Team Leader.
Network Maintenance Supervisors and Team Leaders will maintain occupational
health and safety standards when determining staff allocations.
13 Shift work
13.1 The shift roster will operate on a Monday to Friday afternoon basis.
13.2 Employees on afternoon shift will also be:
a) rostered “on-call” for emergency work after hours during the whole (7 day)
week; and
b) required to work programmed overtime on the relevant Saturday and Sunday
adjacent to their roster.
Their RDOs will be rostered for periods when they are rostered on day shift.
13.3 The shift roster may be revised according to operational requirements and seasonal
changes, following consultation with the Water Industry Operator (Network) Steering
Committee.
13.4 Overtime, apart from the “on-call” and programmed overtime provided for in clause
13.2 above, will be allocated using the “Extra List” of employees who are rostered to
work day shift and are willing to work overtime.
13.5 Implementation of weekend shift work will not occur during the term of this
Agreement without the agreement of the Water Industry Operator (Network) Steering
Committee.
13.6 For the purpose of identifying the entitlement to a callout payment at clause 44 of this
Agreement, the arrangements in Water are that the callout commences from the time
the Dispatcher/ On-Call Manager notifies the on call person to do a job or jobs until
the time the on call person informs the Dispatcher/ On-Call Manager that the job or
jobs have been completed and the Dispatcher/ On-Call Manager has no other job or
jobs for them to do during this callout.
If an on call person finishes a job on a callout and advises the Dispatcher/ On-Call
Manager that they have finished the job and the Dispatcher/ On-Call Manager
provides the on call person with another job or jobs, these jobs will be part of the
same callout.
13.7 In the event that an employee is unable to perform rostered on-call duty due to being
ill or on authorised leave the onus is on management to find a replacement for the
employee.
14 Time in lieu
14.1 RDOs will be rostered to meet work requirements.
14.2 Where Water Industry Operators (Network) are required to work on their RDO, they
will be entitled to take a day in lieu at a time agreed with the relevant manager,
preferably within the same pay period. Where this is not possible or in short notice
situations provisions for overtime will be arranged.
14.3 Where there is a requirement for Water Industry Operators (Network) to work
extraordinary planned work, and/or work outside of normal agreed hours on a
sustained basis, attendance at work will be discussed, and time in lieu may be
arranged, with the relevant manager.
14.4 If an employee who works in a position which requires them to work a nine day
fortnight agrees to change to a position which does not work a nine day fortnight, the
employee will not be entitled to work a nine day fortnight in the new position.
15 Competency frameworks
15.1 Rationale and objectives
The use of competency frameworks for all Water Industry Operators within Icon
Water is designed to:
a) develop a skills-based career structure for employees engaged in water
distribution and stormwater and sewerage collection;
b) facilitate agreed work re-organisation and job redesign, allowing a move from
the present specialist streams to integrated multi-skilled operations, thereby
enabling individuals and crews to work on all aspects of water supply and
sewerage and stormwater work;
c) encourage workplace change and skill development;
d) provide the mechanism for appropriately classifying employees;
e) identify and target training requirements; and
f) provide the basis for nationally accredited and portable qualifications.
15.2 Further information about these competency frameworks can be found in the:
a) Water Industry Operator – Network Handbook;
b) Water Industry Operator - Treatment Handbook
15.3 For the purpose of professional development Senior Water Industry Officers may
undergo training for Frontline Management qualifications.
15.4 Assessment
a) Information regarding the Water Industry Operators (Field) Competency
Framework is supported by the Competency Framework at clause 66 in the
main Agreement.
b) Any change to the current pay point progression through the Water Industry
Operators (Field) Competency Framework will be recommended by the Water
Industry Operator (Field) Steering Committee.
c) The competency framework will be reviewed in line with Australian
Qualifications Framework (AQF). Amendments will be made at the
recommendation of the Water Industry Operator (Field) Steering Committee
following consultation with the workforce. The Steering Committee is made up
of the following staff: Manager Maintenance Services, Training team
representative and two employee representatives.
d) All competencies associated with the daily maintenance of water reticulation
and sewerage networks are compulsory for employees employed after the
commencement of this Agreement or those who agreed to train in these
competencies in their employment offers.
e) The current competency framework will stay in place until the steering
committee replaces it.
15.5 Water Industry Operator (Field) Competency Framework
Outlined below is the Water Industry Operator (Field) Competency framework.
Details of the units of competency contained in the framework can be found in the
Water Industry Operator – Field Operator Handbook.
PAY POINT UNITS OF COMPETENCY REQUIRED FOR
PROGRESSION
Stage 1
Level C1 Contribute to health and safety of others
Level C2 Enter confined spaces
Level C4 Organise personal work activities
to progress to stage 2 you must complete all units in stage 1
Stage 2 - you must complete B1 and B2 before you can progress in this
stage
Level B1 Install Meters
Level B2 Control electrical risk on metallic pipes
Level B3 Any 2 units listed within stage 2
Level B4 Any 2 units listed within stage 2
Level B5 Any 2 units listed within stage 2
Level B6 Any 2 units listed within stage 2
Level B7 Any 2 units listed within stage 2
Level B8 Any 2 units listed within stage 2
to progress to stage 3 you must complete all units in stage 2
Stage 3
Level B9 Any unit listed within stage 3
Level B10 Any unit listed within stage 3
Level B11 Any unit listed within stage 3
Level A1 Any unit listed within stage 3
Stage 4 You must have completed A1
Level A2 Any 4 units listed within Stage 4
Level A3 Any 4 units listed within Stage 4
Level A4 Any 4 units listed within Stage 4
15.6 Integration of Plant and Transport Activities
a) Access to a broader pool of Icon Water employees that are able to operate
plant and related equipment improves flexibility in resource utilisation. Access
to this expanded resource will assist in the reduction of use of contractors and
will also assist in greater utilisation of existing Icon Water plant. Planning will
ensure the full utilisation of all existing plant and transport employees.
b) Plant operators will operate a variety of plant on the same work site. Items of
plant will be driven to the work site by the plant operator and other available
work team members. The plant operator will operate the variety of plant on site
as required and other suitably trained and assessed team members will
operate plant if required to be operated concurrently. The work team will
transport items of plant back to the depot on completion of allocated tasks.
c) Plant that has already been identified as suitable to be operated by a broader
pool of employees includes backhoe, tippers, excavator, hydro digger and
dingo loaders. Other pieces of plant may well be considered in the future after
consultation and agreement from the relevant union/unions.
d) When plant and transport employees are not available to operate equipment
any Icon Water employee who has been deemed competent in plant or
transport competencies can work with those assets as directed during and after
normal business hours. There shall not be any restriction in the number of
employees who can be trained to operate plant.
e) There is no intention to reduce the number of plant and transport employees
but they are encouraged to acquire water industry operator competencies in
order to enhance the value of the service they provide to the business.
f) Plant and Transport operators will also be required to assist with performing
water industry operator duties. Qualified Plant and Transport operators will be
eligible to claim an elective in the Plant and Transport Competency
Arrangement when assessed as competent in performing water industry
operator duties. Where the Plant & Transport Operator does not believe that
they can perform the range of duties assisting water industry operator, the
extent of the duties will be negotiated between the employee, their manager
and union representative. Plant and Transport Operators will only perform
water industry operator duties within the limits of their competency and if they
believe they cannot perform a particular task they will not be required to
perform the task but will be given further time to enable them to demonstrate
their competency in that task
MAJOR PLANTS ARRANGEMENTS
16 General
16.1 Clauses 16 to 33 of this Schedule apply to all maintenance teams within Major
Plants.
16.2 Major Plants sites will be provided with a full breakdown and emergency
maintenance service, 24 hours per day 365 days per year.
MAJOR PLANTS MAINTENANCE DELIVERY ARRANGEMENTS
17 Salary and overtime
17.1 The annualised salary includes payment for a number of hours per annum for work
performed outside standard hours
17.2 For the purpose of determining whether the employee has reached the overtime
threshold, the following will count as overtime:
a) time actually spent at the operational site outside of the employee's standard
working hours; and
b) one hour travelling time for each call out.
17.3 Employees who work overtime threshold hours during a year, will be entitled to
additional annual leave as follows:
a) if they work 46 overtime hours they get one day’s extra annual leave;
b) if they work 93 overtime hours they get two days extra annual leave; and
c) if they work 140 overtime hours they get three days extra annual leave.
17.4 An employee will be paid for overtime work beyond the overtime threshold at the rate
of time and a half of their hourly rate (based on their annualised salary). The
overtime penalty rate will only be payable in respect of:
a) time actually spent at the operational site outside of the employee's standard
working hours; and
b) one hour travelling time for each call out.
18 Review of annualised salary arrangements
18.1 A committee consisting of Management and workgroup delegates will meet as
required to:
a) monitor and evaluate the implementation and progress of this annualised salary
arrangement; and
b) assess the continued viability of this arrangement.
19 Attendance for planned work outside of standard working hours
19.1 Employees may be required to work an amount of planned work outside of their
standard working hours. The planned work outside of standard working hours may
not necessarily have a direct impact on the maintenance program (for example,
drawing validation, maintenance program validation, review of quality procedures
etc.).
19.2 Travelling time is not counted as part of planned overtime or overtime which is
continuous with standard working hours.
19.3 Decisions relating to work outside of standard working hours will be the responsibility
of the team and passed through the relevant supervisor for endorsement. The
Manager will approve this under their administrative delegation.
20 Roster arrangements for emergency and breakdown work
20.1 All emergency or breakdown work performed outside of standard working hours will
be covered by a rotating on-call roster. The development of the on-call roster will be
determined by the team in consultation with management. Adequate training will be
given to employees who are on the on-call roster. The team will have some flexibility
in re-scheduling the roster where necessary.
20.2 The number of hours of duty performed by individual employees outside of standard
working hours will be monitored and recorded by the respective Major Plants
supervisor. The team will ensure where possible that all employees are required to
undertake an equitable amount of such work and that out of standard hour’s duty is
performed in an efficient manner.
Self directed work teams
20.3 A central element of this arrangement is the functioning and refinement of integrated
self directed work teams. The parties recognise and accept the basic qualities of
self-directed work teams as specified in the endorsed Team Rules and including:
a) the overall direction for the teams will be the responsibility of management;
b) relevant information is dispersed to all work team members;
c) equitable allocation of work amongst the members of the work team;
d) individual members of the work teams having an equal say, with equal
weighting;
e) that the teams provide a service to a customer, (internal and external) as well
as other work groups; and
f) training needs are identified by the work team.
20.4 It is also recognised and accepted that the teams maintain full participation in
Branch/Corporate activities – i.e. Attendance at Consultative Committee Meetings,
HSE meetings, training, audits etc.
21 Payment of Annualised Salary
21.1 The annualised salary is calculated on the basis of standard working hours, a nine
day fortnight, an amount of planned work performed outside of standard working
hours and an on-call roster that will cover all emergency work outside normal working
hours.
21.2 Employees will be paid an annualised salary as specified in Schedule B. The
annualised salary includes payment for:
a) base salary;
b) payment for overtime hours worked up to the overtime threshold;
c) excess travel (mileage reimbursement);
d) telephone rent reimbursement;
e) all allowances other than those at clauses 4 and 22 of this Schedule.
21.3 Superannuation contributions will be calculated based on an employee's annualised
salary as increased from time to time in accordance with the terms of this Agreement.
21.4 The Threshold hours will be calculated at the overtime rates specified at Clause 44.1.
Threshold Hours
21.5 The annualised salary for employees in this work group includes payment for up to
139 hours of work outside standard working hours per annum. Overtime in excess of
this threshold amount will be paid at time and a half.
22 Allowances
22.1 The only allowances paid in addition to the annualised salary will be the:
a) higher duties allowance (in accordance with clause 32 of this Agreement);
b) electrical licence allowance (as set out in clause 33 of this Agreement);
c) first aid allowance (as set out in clause 46 of this Agreement); and
d) on-call allowance (in accordance with clause b of this Agreement).
23 Electrical and Instrumentation Business Unit
Eight day fortnight
23.1 Employees will work an eight or nine day fortnight totalling 72 standard working
hours. Employees will also receive one or two RDOs per fortnight. Employees
covered under this arrangement will have either one two day and one four day
weekend each fortnight or a one two day and one three day weekend.
23.2 It is recognised by both parties that this arrangement will result in operational assets
being covered by full Electrical/ Instrumentation (E/I) resources for only three days
per week with coverage for the other days provided by half of the E/I resources.
Therefore to ensure that maintenance requirements can be met, there may be
occasions when additional employees from within the work groups will be required to
be made available on Mondays and Fridays.
23.3 If an employee takes a day of annual or personal/carers leave, the leave will be
deducted from the applicable leave balance as follows:
a) eight hours where employees working a nine day fortnight; or
b) nine hours, where employees work an eight day fortnight
Other types of leave entitlements will remain in “days” and be debited as “days”.
23.4 If work levels require some flexibility in the hours, employees may be required to
work on RDOs. If this occurs the employee can elect to:
a) take the RDO at a later date; or
b) have the hours worked on the RDO counted towards their threshold overtime
hours.
24 Mechanical Fitter/ Water Maintenance Officers
Threshold Hours
24.1 The annualised salary for mechanical fitters and water maintenance officers includes
payment for up to 139 hours of work outside standard working hours per annum plus
time in lieu equal to five days at the discretion of management taking into account
operational requirements.
25 Major Plants Supervisors
25.1 Major Plants Supervisors will undergo training in Frontline Management
competencies or an equivalent qualification.
Threshold Hours
25.2 The annualised salary provided by this agreement incorporates payment of all hours
performed outside of standard working hours up to a maximum of 160 hours per
annum.
MAJOR PLANT OPERATIONS
Water Industry Operators (Treatment)
26 General
26.1 The rationale and objectives supporting the Water Industry Operators (Treatment)
competency framework are detailed at clause 15 of this Schedule.
26.2 Water Industry Operator (Treatment) Competency Framework
Outlined below is the Water Industry Operator (Treatment) Competency framework. Details
of the units of competency contained in the framework can be found in the Water Industry
Operator – Treatment Operator handbook.
PAY POINT UNITS OF COMPETENCY REQUIRED FOR
PROGRESSION
Level 2
2 Entry Interview against WIO2 position profile
2 A (core) 4 core units
2 B Complete any 4 units from the specified group
2 C Complete a further 4 units from the specified group
Level 3
3 A (core) Interview against WIO3 position profile and 4 core units
3 B Complete any 4 units from the specified group
3 C Complete a further 4 units from the specified group
Level 4
4 A (core) Interview against WIO4 position profile and 4 core units
4 B Complete any 4 units from the specified group
4 C Complete a further 4 units from the specified group
27 Shift roster hours
27.1 Rostered shifts will be as follows:
a) 07:00 – 19:00 (day shift);
b) 19:00 – 07:00 (night shift); and
c) 07:00 – 16:00 (day relief shift).
27.2 When all WIOs are working at Major Plants they will be rotated through the day shift,
the night shift and the day relief shift. All WIOs will be required to, and must be able
to, undertake the full range of duties of the WIO shift crew at their level of
competency.
27.3 No WIOs will be forced to undertake shift work, or to continue to undertake shift work.
28 Day workers
28.1 A number of WIOs will be employed permanently on day work. These employees will
be paid at the base rate of pay for Technical Officers and will not be eligible to
receive the shift penalties set out in this Agreement. However:
a) where a day worker is required to undertake shift work to cover unplanned
absences of shift workers at short notice (or with no notice), they will be eligible
to receive overtime penalties at the applicable overtime rates set out in this
Agreement; and
b) where a day worker is required to undertake shift work to cover other absences
of shift workers (such as absences due to annual leave and long service leave)
and the day worker has been given notice of this, the employee will be
temporarily transferred into the shift worker's position and will be paid the
applicable annualised salary for the period of time concerned.
29 Salary
29.1 WIOs will be paid an annualised salary as detailed in Schedule B.
29.2 The annualised salary for WIOs includes payment for attendance at weekly
operations meetings and up to 52 hours of work outside standard working hours per
annum. Overtime in excess of this threshold amount will be compensated as follows:
a) wherever possible, time in lieu of 1.5 hours for each hour actually worked at a
time agreed by Icon Water and the WIO; or
b) if agreement cannot be reached – 1.5 times the employee's hourly rate (based
on their annualised salary) for each hour actually worked.
29.3 Senior WIOs will maintain a record of approved overtime for shift crews.
29.4 For the purposes of this clause, attendance at weekly operations meetings is not
considered to be overtime.
30 Day relief
30.1 Each WIO will be rostered to work periods of time on the day relief roster.
30.2 When rostered to work the day relief shift, WIOs must be available for duties
including (but not limited to) project work, training, and inspection of external plant,
provision of coverage for other shift employees.
30.3 In exceptional circumstances, WIOs rostered to work the day relief shift may be
required to continue work to provide coverage for absenteeism on the day shift, or to
finish work early at an agreed time and return at a later time to provide coverage for
absenteeism on the night shift.
30.4 A WIO on the day shift relief roster may alter their rostered days with the prior
agreement of the Team Leader Major Plant Operations (or delegate).
31 Leave
31.1 This arrangement does not alter the current personal/carers leave and/or annual
leave entitlements of shift operators.
31.2 If a WIO takes leave while:
a) rostered on the 12 hour day shift or night shift, 12 hours will be deducted from
the WIO's leave accrual for each day of leave taken; or
b) rostered on an eight hour shift, eight hours will be deducted from the WIO's
leave accrual for each day of leave taken.
31.3 Where a WIO is on leave on a public holiday on which they are rostered for duty, the
appropriate deduction of hours (either eight (8) or twelve (12) hours) will occur in
accordance with clause 31.2 above.
32 Higher Duties
32.1 A WIO who acts in any position senior to their own for one full shift of eight hours or
more will be paid a higher duties allowance. The allowance will be paid at the level
of competency held by the acting officer in the classification of the senior position or
the base rate of the classification of the senior position whichever is greater.
33 Changes to the roster
33.1 The 12 hour roster will be subject to monitoring and review by the Manager Major
Plants (or delegate) and the relevant unions and/or their workplace delegates.
33.2 Management has the right to adjust and revise work rosters as necessary in order to
meet operational requirements.
AUTOMATION AND SCADA ARRANGEMENTS
34 Automation and SCADA
34.1 The annualised salary for SCADA staff is calculated on the basis of standard working
hours, a 10 day fortnight and includes payment for up to 332 hours of work per
annum outside standard working hours.
34.2 Employees will be paid an annualised salary as specified in Schedule B. The
annualised salary includes payment for:
a) base salary;
b) payment for overtime hours worked up to the overtime threshold outlined in
clause
c) excess travel (mileage reimbursement); and
d) all allowances other than those at clause 4 of this Schedule and clauses 32, 34,
and 46 of the Agreement.
34.3 Records of all planned and unplanned overtime and call outs must be kept by the
Automation and SCADA Engineer and signed off by the relevant manager.
Schedule B – Rates of pay
Part 1 - Employees on competency-based pay arrangements
CLASSIFICATION Pay Point 1 July 2021 1 July 22 1 July 23 1 July 24
3.00% 3.00% 3.00%
WATER INDUSTRY OPERATORS (Field)
Level C 1 70,066 72,168 74,333 76,563
2 70,863 72,989 75,179 77,434
3 71,661 73,811 76,025 78,306
4 72,455 74,629 76,868 79,174
Level B 1 73,423 75,626 77,895 80,232
2 74,396 76,628 78,927 81,295
3 75,365 77,626 79,955 82,354
4 76,189 78,475 80,829 83,254
5 77,012 79,322 81,702 84,153
6 77,840 80,175 82,580 85,057
7 79,791 82,185 84,651 87,191
8 81,747 84,199 86,725 89,327
9 82,516 84,991 87,541 90,167
10 83,289 85,788 88,362 91,013
11 84,069 86,591 89,189 91,865
Level A 1 88,049 90,690 93,411 96,213
2 91,137 93,871 96,687 99,588
3 94,950 97,799 100,733 103,755
4 98,330 101,280 104,318 107,448
Water Industry Operator Level 2
(Treatment) 1 108,849 112,114 115,477 118,941
2 115,135 118,589 122,147 125,811
3 118,242 121,789 125,443 129,206
4 125,126 128,880 132,746 136,728
Water Industry Operator Level 3
(Treatment) 1 130,545 134,461 138,495 142,650
2 135,775 139,848 144,043 148,364
3 144,659 148,999 153,469 158,073
Water Industry Operator Level 4
(Treatment) 1 147,871 152,307 156,876 161,582
2 156,625 161,324 166,164 171,149
3 165,256 170,214 175,320 180,580
Senior Water Industry Operator Level
(Treatment) 1 188,289 193,938 199,756 205,749
2 198,198 204,144 210,268 216,576
Part 2 - Single salary spine structure
Classification 1 July 21 1 July 22 1 July 23 1 July 24
3.0% 3.0% 3.0%
Icon Water Level 1
Office/Store Trainee/Vac Student
Office/Vac Level 1 $42,753 $44,036 $45,357 $46,718
Office/Vac Level 2 $49,464 $50,948 $52,476 $54,050
Office/Vac Level 3 $55,575 $57,242 $58,959 $60,728
Icon Water Level 2 Zone A
Entry $61,062 $62,894 $64,781 $66,724
Midpoint $65,199 $67,155 $69,170 $71,245
Top $69,336 $71,416 $73,559 $75,766
Icon Water Level 2 Zone B
Entry $69,337 $71,417 $73,560 $75,767
Midpoint $73,473 $75,677 $77,947 $80,285
Top $77,609 $79,937 $82,335 $84,805
Icon Water Level 3 Zone A
Entry $77,610 $79,938 $82,336 $84,806
Midpoint $84,628 $87,167 $89,782 $92,475
Top $91,646 $94,395 $97,227 $100,144
Icon Water Level 3 Zone B
Entry $91,647 $94,396 $97,228 $100,145
Midpoint $98,663 $101,623 $104,672 $107,812
Top $105,679 $108,849 $112,115 $115,478
Icon Water Level 4 Zone A
Entry $105,680 $108,850 $112,116 $115,479
Midpoint $117,263 $120,781 $124,404 $128,136
Top $128,849 $132,715 $136,696 $140,797
Icon Water Level 4 Zone B
Entry $128,850 $132,716 $136,697 $140,798
Midpoint $140,435 $144,648 $148,987 $153,457
Top $152,018 $156,579 $161,276 $166,114
Icon Water Level 5 Zone A
Entry $152,019 $156,580 $161,277 $166,115
Midpoint $159,312 $164,091 $169,014 $174,084
Top $166,604 $171,602 $176,750 $182,053
Icon Water Level 5 Zone B
Entry $166,605 $171,603 $176,751 $182,054
Midpoint $173,895 $179,112 $184,485 $190,020
Top $181,186 $186,622 $192,221 $197,988
Icon Water Level 6 Zone A
Entry $181,187 $186,623 $192,222 $197,989
Midpoint $186,444 $192,037 $197,798 $203,732
Top $191,701 $197,452 $203,376 $209,477
Icon Water Level 6 Zone B
Entry $191,702 $197,453 $203,377 $209,478
Midpoint $196,957 $202,866 $208,952 $215,221
Top $202,213 $208,279 $214,527 $220,963
Part 3 - Apprentice wage rates
Apprentice Electrical and Mechanical Fitters
Year Have not completed Year 12 Have completed Year 12
% of Level 3 Zone A
1st Year 50 55
2nd Year 60 65
3rd Year 75 75
4th Year 90 90
Adult apprentice wages
Year Have not completed Year 12 Have completed Year 12
% of Level 3 Zone A
1st Year 55 60
2nd Year 60 65
3rd Year 75 75
4th Year 90 90
Instrumentation and Control
Year Have not completed Year 12 Have completed Year 12
% of Level 3 Zone B
1st Year 50 55
2nd Year 60 65
3rd Year 75 75
4th Year 90 90
Adult apprentice wages
Year Have not completed Year 12 Have completed Year 12
% of Level 3 Zone B
1st Year 50 55
2nd Year 60 65
3rd Year 75 75
4th Year 90 90
Schedule C - Single Salary Spine - Work Level Descriptors
The following roles have been evaluated using the Mercer CED methodology and are
included here on the base salary classification. All roles are appointed at the entry point of
the base salary classification.
BAND TWO WORK LEVEL DESCRIPTORS
BAND 2A Mercer Cullen Dell Points: 100-118
1 July 2021 1 July 2022
3%
1 July 2023
3%
1 July 2024
3%
Icon Water
Level 2 Zone A
Entry $61,062 $62,894 $64,781 $66,724
Midpoint $65,199 $67,155 $69,170 $71,245
Top $69,336 $71,416 $73,559 $75,766
Examples of Band 2A positions include:
Administration Assistant
BAND 2B Mercer Cullen Dell Points: 119-138
1 July 2021
1 July 2022
3%
1 July 2023
3%
1 July 2024
3%
Icon Water
Level 2 Zone B
Entry $69,337 $71,417 $73,560 $75,767
Midpoint $73,473 $75,677 $77,947 $80,285
Top $77,609 $79,937 $82,335 $84,805
Examples of Band 2B positions include:
Administration Officer
Water Maintenance Officer
1.1 Work Level Descriptors for Band 2
This section provides a broad description of work typically performed by Band 2 employees.
It is not expected that any single work role would exhibit all activities, duties, skills or
responsibilities set out below. The descriptor needs to be read in its entirety to gain a clear
understanding of the work at this level.
(a) The position provides services that are necessary to allow the organisation to
perform its daily operations and meet client needs.
(b) Knowing what to do and how to do it with guidance is expected for most tasks
or transactions undertaken at this level.
(c) Incumbents follow specific guidelines and procedures and their work is closely
supervised.
(d) Office based work may include the operation of office equipment, filing and
maintaining records, receiving telephone calls, meeting and greeting
customers and passing on information to them or other staff.
(e) Incumbents perform routine day to day tasks that are fundamental to
delivering the service provided by the Branches in which they work.
1.2 Differential Position in Band 2
At Zone A, incumbents:
(a) Are often new starters who have not worked at Icon Water previously.
(b) Are under a greater level of supervision in order to become familiar with work
requirements
(c) Have entry level skills and competencies only
(d) Will develop complete knowledge of the workflow and required procedures.
(e) Use a limited range of methods, techniques or processes to complete the
work.
At Zone B, incumbents:
(a) Utilise a range of varied methods and techniques to perform the work
(b) Have acquired the competencies and skills required to allow them to operate
with less supervision.
(c) May make minor changes to work schedules or sequences
(d) In customer service positions may make suggestions to assist in meeting a
client’s needs rather than just providing information.
1.3 Typical Tasks and Duties for Band 2
This section provides information on the typical tasks and duties performed by Band 2
employees. It is not intended to be a description of a job, but rather examples of the sorts of
work performed by staff at this level. Incumbents may:
(a) Perform a number of similar repetitive tasks, for example, operation of a
variety of office equipment or the registration of applications for vacancies or
several dissimilar tasks with common objectives.
(b) Maintain a system of accurate records and produce routine statistical
information from that data.
(c) Present information for consideration by the client with suggestions to assist
in meeting the client's needs.
(d) Provide information or a service, which is then used by others in the
completion of their tasks or to make decisions.
(e) Gather data, present information and/or complete routine defined processes.
1.4 Expertise Needed for Band 2
This section provides descriptors of generic skills, knowledge and experience relevant to
employees at this level. Work roles are not expected to require all skills, knowledge and
experience indicated.
(a) Have the required knowledge and skills to understand and apply technology,
work practices and workflow in the work area.
(b) Have product knowledge and understand quality standards required in work
area.
(c) General educational standards that combine several years of work experience
with secondary school education (minimum year 10).
(d) Vocational training in commercial, technical or secretarial areas (for example,
one year full-time secretarial course).
(e) Competence in work organisation and knowledge of operational standards in
the work area.
(f) Ability to communicate factual information to others and to receive factual
communication from others to complete immediate work requirements.
1.5 Work Context for Band 2
This describes not so much “what” is done but the environment in which it is done, and the
independence with which it is done.
Environment: Incumbents:
(a) Are required to follow established procedures, specific guidelines and
standard instructions in the performance of their work.
(b) Perform their work in accordance with the demands of the physical work flow
in their areas.
(c) Carry out the specific instructions regarding the conduct of the work that they
will regularly receive from their supervisor and make only minor changes to
their work schedules or sequences.
(d) Follow prescribed standards and regulations that apply to any work
associated with machinery, instruments and fault finding.
Judgement Exercised and Freedom to Act: Incumbents:
(a) Must follow established procedures when performing tasks
(b) Must seek the assistance of their supervisor when established procedures or
rules do not cover a work situation.
(c) Perform a defined service with a clear direction and specification, requiring
little discretion or participation beyond the completion of tasks or activities.
(d) Have very little, if any, accountability as to how to provide the service or utilise
the information.
(e) Provide a service that will be delivered in a manner and at a time clearly
prescribed through direction, precedent or defined practice.
1.6 Distinguishing Features of Work at Band 3
This section provides a set of features that distinguish work at Band 3 from work at Band 2.
These characteristics will assist in classification and role assignment decisions.
• Incumbents of positions are less closely supervised
• The tasks performed are more varied and less repetitive.
• Positions performing fault finding rectify faults rather than find them and
get someone else to rectify them
• Helps team leaders train Band 2 employees.
• Drafts routine correspondence in addition to collecting information and
passing it on.
• Applies skills to a wider range of analytical, diagnostic and problem
solving activities
• May supervise one or two less experienced employees
• Has more contacts with staff outside the immediate work area for the
purpose of identifying needs and conveying factual information.
• Required to apply more advanced skills in the work area and also
resolve more technically advanced problems
• Requires more experience and a higher level of competency as a result
of on the job training, some vocational training and completion of skills
development/competency programmes.
• Can vary tasks in the work plan process and provide a degree of basic
explanation or definition of service rather than have all work performed
tightly prescribed by the supervisor.
• Can interpret well established precedents, procedures and guidelines
rather than seek a supervisor’s assistance if a work situation is not
precisely prescribed.
• May add value to the service provided by explaining, interpreting and
identifying anomalies.
BAND THREE WORK LEVEL DESCRIPTORS
The following roles have been evaluated using the Mercer CED methodology and are
included here on the base salary classification. All roles are appointed at the entry point of
the base salary classification.
BAND 3A Mercer Cullen Dell Points: 138-197
1 July 2021 1 July 2022
3%
1 July 2023
3%
1 July 2024
3%
Icon Water
Level 3 Zone A
Entry $77,610 $79,938 $82,336 $84,806
Midpoint $84,628 $87,167 $89,782 $92,475
Top $91,646 $94,395 $97,227 $100,144
Examples of Band 3A positions include:
Executive Assistant
Finance Support Officer
GIS Officer
Electrical Fitter
Mechanical Fitter
BAND 3B Mercer Cullen Dell Points: 198-257
1 July 2021 1 July 2022
3%
1 July 2023
3%
1 July 2024
3%
Icon Water
Level 3 Zone B
Entry $91,647 $94,396 $97,228 $100,145
Midpoint $98,663 $101,623 $104,672 $107,812
Top $105,679 $108,849 $112,115 $115,478
Examples of Band 3B positions include:
Technical Officer
Environmental Assessment Officer
Process Engineer
Instrument and Control
1.1 Work Level Description for Band 3
This section provides a broad description of work typically performed by Band 3 employees.
It is not expected that any single work role would exhibit all activities, duties, skills or
responsibilities set out below. The descriptor needs to read in its entirety to gain a clear
understanding of the work at this level.
(a) The position provides services that are necessary to allow the organisation to
perform its daily operations and meet client needs.
(b) Knowing what to do and how to do it with guidance is expected for most tasks
or transactions undertaken at this level.
(c) Incumbents follow specific guidelines and procedures and they are regularly
supervised.
(d) Incumbents perform a variety of day to day tasks that are fundamental to
delivering the service provided by the Branches in which they work.
1.2 Differential Positioning in Band 3
In Zone A, incumbents:
(a) May be new starters who have not worked at Icon Water previously.
(b) Require greater supervision than at the advanced level of this Band in order to
become familiar with work requirements.
(c) Will develop complete knowledge of the workflow and required procedures.
(d) Use a limited range of methods, techniques or processes to complete the
work.
(e) Are likely to have personal contact with Departmental peers
At Zone B, incumbents:
(a) Utilise a greater range of varied methods and techniques to perform the work
(b) Have acquired the competencies and skills required to allow them to operate
with less supervision.
(c) May contact people outside the organisation to identify needs and convey
factual information
1.3 Typical Tasks and Duties for Band 3
This section provides information on the typical tasks and duties performed by Band 3
employees. It is not intended to be a description of a job, but rather examples of the sorts of
work performed by staff at this level. Incumbents:
(a) Conduct basic technical investigations, tests and/or measurements
(b) Find and rectify technical faults
(c) Teach others in operational aspects.
(d) Collect and collate simple, readily retrievable statistics (typically related to
workflow) and draft routine correspondence.
(e) Perform a group of integrated tasks within a single activity or activities.
(f) Perform tasks such as gathering information, assessing content, processing
applications.
(g) Apply their skills to a range of analytical, diagnostic and problem solving
activities.
(h) Are involved in recurring projects, problems, client groups, processes,
casework which have a common theme.
(i) Could be involved in limited supervision of others, for example,
Clerical/Technical Assistants.
(j) May have contacts outside the immediate work area or organisation, and the
purpose is usually to identify needs and convey factual information.
(k) Often perform tasks such as making standard calculations, preparing tables,
recording factual data, conducting routine tests or arranging meetings or
appointments.
1.4 Expertise Needed for Band 3
This section provides descriptors of generic skills, knowledge and experience relevant to
employees at this level. Work roles are not expected to require all skills, knowledge and
experience indicated.
(a) Have the required knowledge and skills to understand and apply functions,
methods, structures and operations in the work area.
(b) Capability to apply advanced, technical, clerical/administrative/secretarial or
commercial skills and knowledge in work area.
(c) For positions with a technical focus, knowledge would be gained through
extensive experience in diagnosis and resolution of technically advanced
problems.
(d) For positions with an administrative, clerical or commercial focus, knowledge
may be gained through secondary education combined with significant work
experience and vocational training
(e) For positions with an operational focus, knowledge would be gained through a
combination of on-the-job training, extensive work experience in the subject
matter and completion of specific skills development/competency programs.
(f) Positions call for the application of basic skills in communication and/or
competence in convincing others in the resolution of minor problems.
Personal contacts are primarily with departmental peers regarding daily work
routines.
1.5 Work Context for Band 3
This describes not so much “what” is done but the environment in which it is done, and the
independence with which it is done.
Environment: Incumbents are:
(a) Required to perform tasks in accordance with established procedures, as a
result of structured training.
(b) Carry out specific instructions under regular supervision.
(c) Operate within strict guidelines and have little discretion. The service or
information provided by the position may require some degree of basic
explanation or definition.
(d) Positions can vary a number of tasks in the work plan process, although there
still exists a clear definition of the required outcomes.
Judgement Exercised and Freedom to Act: Incumbents:
(a) Interpret well established precedents, procedures and guidelines
(b) Add value to the service they provide by:
• explaining how the information was derived or how the service can be
improved;
• explaining the features of a product and how it is used;
• interpreting the information to aid the understanding by others;
• identifying patterns or anomalies to assist in maintaining the integrity of
the service/information provided.
1.6 Distinguishing Features of Work at Band 4
This section provides a set of features that distinguish work at Band 4 from work at Band 3.
These characteristics will assist in classification and role assignment decisions.
• Instructing other staff, documenting procedures and organising the work of
others
• Applying professional standards and education and training in addition to
following procedures
• Adapt techniques, processes and guidelines to perform the work
• Perform a diverse range of tasks within an activity many of which are
unrelated
• Assess risk and measure compliance with policies/standards and standard
operating procedures
• May provide advice to members of the public rather than conveying strictly
factual information
• Recommends and implements changes to improve efficiency or effectiveness
of processes
• Coaches and instructs other staff at bands 1 and 2
• Team leaders at this level plan rosters and allocate staff accordingly
• May modify, enhance or redefine products, service and operational practice to
improve outcomes
• Provide information to others that will assist in correcting faults or adverse
trends
• Technical focussed positions require an advanced certificate, specialist
training, extensive experience in diagnosis and resolution of advanced
problems
• Planning, directing, coordinating controlling finance/materials and labour
• Professional positions require a degree or equivalent qualifications and some
relevant work experience e.g. recent graduates
• Obtaining the cooperation of others to comply with technical, commercial and
administrative requirements
• Use a range of varied techniques, systems, methods and processes
• Exercises some independence in achieving prescribed goals, and setting
targets and operational standards.
• Sometimes is called on to resolve more complex operational problems without
reference to higher levels.
• Involvement in identifying service standards, timelines, priorities, targets and
the most appropriate operational procedures
• Exercise a degree of discretion and choice in how a well understood service
will be delivered.
BAND FOUR WORK LEVEL DESCRIPTORS
The following roles have been evaluated using the Mercer CED methodology and are
included here on the base salary classification. All roles are appointed at the entry point of
the base salary classification.
BAND 4A Mercer Cullen Dell Points: 258-338
1 July 2021 1 July 2022
3%
1 July 2023
3%
1 July 2024
3%
Icon Water
Level 4 Zone A
Entry $105,680 $108,850 $112,116 $115,479
Midpoint $117,263 $120,781 $124,404 $128,136
Top $128,849 $132,715 $136,696 $140,797
Examples of Band 4A positions include:
Project Engineer
Accountant
Senior Technical Officer
Works Supervisor
BAND 4B Mercer Cullen Dell Points: 339-419
1 July 2021 1 July 2022
3%
1 July 2023
3%
1 July 2024
3%
Icon Water
Level 4 Zone B
Entry $128,850 $132,716 $136,697 $140,798
Midpoint $140,435 $144,648 $148,987 $153,457
Top $152,018 $156,579 $161,276 $166,114
Examples of Band 4B positions include:
Senior Engineer
Team Leader
1.1 Work Level Description for Band 4
This section provides a broad description of work typically performed by Band 4 employees.
It is not expected that any single work role would exhibit all activities, duties, skills or
responsibilities set out below. The descriptor needs to read in its entirety to gain a clear
understanding of the work at this level.
(a) Service Positions also may provide leadership to other service positions in the
determination of service quality and performance standards and are the most
influential roles in providing this service.
(b) For Advice positions the advice usually relates to the identification, design,
conception, evaluation, analysis and/or resolution of specific issues and
subjects affecting casework, systems, projects, work processes, services,
products and/or efficiency/performance. The advice affects the work of the
immediate business unit, region, activity or client group. The recipient of the
advice is typically a client, manager or professional position within the unit,
region, business, or an external organisation.
(c) At this level, all positions are expected to be capable of instructing or
assigning work to professional, technical or administrative staff and reviewing
the quality of work undertaken by these roles.
(d) Positions require a capacity to interpret and implement while strategies and
tactics are often resolved elsewhere
(e) Incumbents modify current methods and develop new processes and
methods
1.2 Differential Positioning in Band 4
At Zone A of Band 4, incumbents:
(a) May be new starters who have not worked at Icon Water previously.
(b) May manage small groups or projects that directly affect the achievement of
Branch or Group objectives.
(c) Have entry level skills and competencies only
(d) Will develop complete knowledge of the required tasks as they perform work
under guidance.
(e) Modify methods and techniques already in place to complete the work.
(f) Usually works independently on subject speciality with a limited degree of
guidance in relation to procedural matters
(g) Often applies professional knowledge to interpret complex issues
(h) Contributes to the development of other work group members
(i) May be required to develop or modify specific processes, practices and
standards
At Zone B of Band 4 incumbents:
(a) Are expected to manage more complex issues and changing requirements
(b) Provide leadership either directly through service and management or
indirectly through advice to achieve branch and Group objectives
(c) No longer requires guidance and monitoring in relation to technical and
procedural information and sources own information.
(d) Actively involved in leading the development of other work group members
(e) Develops and modifies operational methods, policies, practices and standards
related to their area of expertise
(f) Are fully specialised in a particular discipline
1.3 Typical Tasks and Duties for Band 4
This section provides information on the typical tasks and duties performed by Band 4
employees. It is not intended to be a description of a job, but rather examples of the sorts of
work performed by staff at this level. Incumbents:
(a) Management positions at this level would be expected to perform a leadership
role in the control of an important organisational element and be responsible
for the achievement of results in line with corporate or professional goals.
(b) Manage the integration of tasks within an activity and/or activities within a
function or functions.
(c) Communicate with suppliers, counterparts in other Groups, subordinates,
peers and management and/or external clients to discuss technical,
commercial or administrative issues, resolve field problems or contract
requirements, to reach agreement on overall plans or schedules, or to gain
cooperation or participation in an activity.
(d) Negotiate performance plans, motivate, encourage and support team
members and to provide regular and timely feedback to team members on
performance.
(e) Directly manage smaller numbers of staff (Head of a small professional
service or research unit). Such positions would necessarily manage
subordinate supervisors or team leaders with staff performing roles in various
disciplines and have significant interaction with external organisations or
Agencies, and with more senior positions, particularly to resolve differences of
view on professional as well as managerial issues.
(f) May be required to develop/modify systems, develop/modify operational
policies, plan and organise complex operational or Para-professional
programs which involve a wide variety of activities, or to interpret complex
legislation. This includes the development of new accounting systems,
preventative maintenance programs or loss control systems.
(g) Typically perform tasks such as scheduling, organising, planning, allocating,
coaching and teaching.
(h) Can be called upon to design and establish protocols and work practices,
facilitate service changes and can be an authoritative reference point for
others.
(i) Typically are involved planning, organising, leading and controlling an
organisational program and/or achievement of a significant sales or revenue
target.
(j) When engaged in the management of sales or revenue are given clear targets
to achieve within a defined marketing, sales or investment strategy. They
allocate and supervise resources within the strategy to achieve targets.
(k) Manage the activities of subordinate staff to ensure work efficiency, and have
a substantial degree of latitude to deploy staff and other resources. Examples
at this level include management of an administrative or technical unit;
management of a specialised area or a corporate function where the key
management role is management of staff specialists.
(l) Share accountability for actions or decisions (for example, relating to staffing
matters, purchasing, pricing, producing, supplying or entering into contractual
arrangements) with peers or specialists or perhaps with the position's
manager.
1.4 Expertise Needed for Band 4
This section provides descriptors of generic skills, knowledge and experience relevant to
employees at this level. Work roles are not expected to require all skills, knowledge and
experience indicated.
(a) Positions require proficiency to understand, analyse and interpret:
• business plans and strategies;
• a professional body of knowledge;
• commercial and financial practices;
• how the organisation is structured and operates;
• key policies, precedents and practices that reflect the fundamental
principles of the organisation;
• project or casework requirements that demand ideas, analysis,
evaluation of alternatives and creative solutions.
(b) For positions with a technical, professional or policy focus, knowledge would
typically be acquired from several years of casework, research or
investigation, involvement in a range of challenging projects and/or coaching
from specialist or senior managerial staff. Capacity to apply general principles
of logical or scientific thinking is required at this level and applied in design,
evaluation and implementation activities. There may be a requirement for
formal educational standards equivalent to a Diploma.
(c) Senior Technical Officers (not degree qualified) at this level would be
regarded as either specialists or proficient and leading practitioners, and be
required to demonstrate expertise and competence within a particular
discipline. In addition to technical knowledge, position holders would require
the ability to interpret and apply legislation, regulation and other guidelines in
carrying out their functional responsibilities.
(d) For positions with an operational focus, positions assessed at this level
require specialised knowledge (advanced trade) complemented by applied
management skills across a range of different areas. Typically, at this level
operational officers are likely to be managing large complex work groups.
Proficiency at this level is dependent upon the ability to interpret legislation,
regulations and procedural guidelines.
(e) Professionals at this level would be regarded as competent practitioners
operating individually or as a member of a project team or work group
(f) At this level, all positions are expected to be capable of instructing or
assigning work to professional, technical or administrative staff and reviewing
the quality of work undertaken by these roles.
(g) Positions are more actively involved in and concerned with the influencing and
convincing of others in the pursuit or achievement of specific and set
objectives, rather than just asking for cooperation.
(h) Positions with a requirement for regular contact with members of the public on
sensitive issues requiring tact and diplomacy to convince them to recognise a
particular situation, or to provide advice and support.
(i) Managers of sections or branches require well developed skills in a
specialised discipline, for example, environment operations, retail, marketing,
personnel management, power, together with managerial skills are evaluated
at this level.
(j) Professional positions requiring very many years of experience in the field
and, in some cases, postgraduate or second degrees.
(k) Breadth of expertise is often applied to a diverse set of conditions. This
includes a variety of client populations, multiple and diverse
topics/issues/products, coverage across a wide set of
disciplines/practices/processes and the need to gain the participation of a
network of stakeholders with different contributions.
(l) Positions require the ability to lead and motivate others to cooperate in
resolving conflicts over priorities, the use of resources,
management/administrative decisions, professional and/or technical concepts,
techniques and processes
1.5 Work Context for Band 4
This describes not so much “what” is done but the environment in which it is done, and the
independence with which it is done.
Job Environment: Incumbents are:
(a) Required in relation to a range of activities to modify or adapt established
systems or operating plans, or relate precedent to new situations.
(b) Required to collect and analyse information, policies or procedures in order to
describe the status quo and develop/modify methods, standards.
(c) Sometimes required to develop/modify operational methods or specific
operational (as distinct from organisation-wide) policies, practices and
standards, or to plan and organise scientific surveys or develop research
projects.
(d) Provide a specialist, technical or commercial service, support or information,
which is critical and necessary for others to make decisions with significant
implications for the organisation or business unit.
(e) Define the standard of service to be delivered and can actively influence the
organisation's service policies in order to attain the required standards.
(f) Sales positions provide information about the organisation's products,
services or policies that would be regarded as comprehensive and definitive
and define contractual terms and conditions that form a standard and a
precedent for future business applications.
(g) Governed by clear objectives and/or budgets and monitored by a more senior
manager to ensure that the program is efficient in achieving its operational
targets within the imposed constraints of plans and budgets.
(h) Expenditures are reviewed regularly, and substantive payments are
authorised by a more senior manager after a detailed review of the situation.
(i) If engaged in the management of sales or revenue are given clear targets to
achieve within a defined marketing, sales or investment strategy. They
contribute to strategy setting and establish and act on the tactics and
processes for its implementation. They allocate and supervise resources
within the strategy to achieve targets.
(j) Required to do the ‟what-to-do”, and ‟when-to-do-it”, though they
independently manage the activities of subordinate staff to ensure work
efficiency, and have a some latitude to deploy staff and other resources, staff
development needs and the implementation of programs to improve staff
performance.
(k) Expected to vary plans and practice to meet client needs and can introduce
limited or short term changes without approval.
(l) Includes positions that make integrated recommendations to principal
functional executives or perhaps to operating General Managers.
Recommendations are made on broad, complex issues which impact on the
total organisation/group/business unit and impact on resource allocation or
business initiatives in such areas as legal and secretarial services, taxation
planning, management information systems applications, corporate planning,
internal audit and people and performance planning.
(m) Includes positions that are specialised in a sub-discipline and provide advice
to others who have a sound knowledge of the general discipline or where the
supervisor's focus is on management rather than technical issues. Includes
positions that provide advice which initiates new developments in either policy
and/or program delivery or professional practice and precedent.
Judgement Exercised and Freedom to Act: Incumbents are:
(a) Required to exercise an amount of inventiveness to depart from or adapt
accepted practices and procedures when the range of options is imprecise or
the position is challenged by client requirements, statutory requirements,
market needs or technological demands requiring interpretation of operating
policies in order to determine the appropriate course of action.
(b) Challenged by the need to think through matters such as: quantification of
resources needed to meet operational targets; investigation of claims where
information is unclear or incomplete and which have a number of possible
outcomes; coding of computer programs; examination of scientific/technical
information.
(c) Share accountability for actions or decisions (for example, relating to staffing
matters, purchasing, pricing, producing, supplying or entering into contractual
arrangements) with peers or specialists or perhaps with the position's
manager
(d) Collaborates/shares accountability with the business unit, Group, Regional or
corporate head in the management/attainment of business unit, Group,
Regional or corporate resources/results.
(e) Highly influential in respect to how the overall services, processes or products
should be evaluated, delivered or improved.
(f) Resolve specific casework, projects or activities within guidelines, precedents
and regulations but are required to use judgement and assessment in
establishing a particular course of action.
(g) Problem resolution is a frequent requirement. In most work situations, this
means considering many influences, the conceptualisation, identification and
development of ideas, the detailed analysis of alternative courses of action
and their implications, addressing difficulties/problems in the work
environment, devising action plans and advancing new approaches.
(h) Are individually accountable for action taken within agreed or approved
budgets, financial, operational or technical constraints. May refer substantial
decisions to more senior executives and do not have to control all facets of
decision making which influence outcomes, operating costs, revenues,
assets, or profits.
(i) Advice positions have the leadership role in decisions made in respect to the
advice given.
(j) Service positions are fully and individually accountable for the service
delivery, either directly or through other service delivery positions. The design,
integrity and quality of the service and how it is to be provided are the
responsibilities of the position. The position has an active leadership role in
assessing client or organisational service requirements and is closely involved
in designing and implementing systems and procedures to meet those needs.
The position may also be accountable for the ongoing monitoring and
assessment of service delivery levels leading to improvements in technology,
work practice systems and how the service is presented.
The position may be called upon to explain/justify:
(a) what range and standard of service are required
(b) how it will be undertaken
(c) why the service has been delivered in a particular manner.
1.6 Distinguishing Features of Work at Band 5
This section provides a set of features that distinguish work at Band 5 from work at Band 4.
These characteristics will assist in classification and role assignment decisions.
• Management positions are accountable for a sales/revenue( 5-15m), or
Expenditure(5-10m), or Staff management(2-5m) budget.
• Middle to senior managers of branches or Groups who undertake planning,
organising, directing, leading and controlling the work of other managers
• Advice positions are recognised reference points within the organisation for
advice in relation to policy, precedent, best practice, standards or resolution of
problems.
• Perform a number of activities that make up a complete function of the
business.
• Understand the nature of the organisation and how to position it to meet
challenges.
• Management positions are required to manage a complex set of resources to
achieve key corporate goals.
• Provides professional opinions and designs that address and resolve complex
professional/technical/clinical issues for clients.
• Leads major research and development programmes that affect major
elements of the organisation’s operations.
• May be required to develop/modify organisation wide policies or manage
special projects e.g. Corporate People and Performance policy, environmental
policy, conception and design of research programmes. Completed projects
are reviewed for general effectiveness.
• Identify and prepare proposals on new products or services, undertake
analysis for final decisions to be made at a higher level
• Managers generally have many years’ experience in the area of operation and
have undergone advanced professional/public administration/commercial
training and may have post graduate qualifications
• Technical positions tend to be managing a large multi-disciplinary function
• Management positions are subject to direction by the GM of the area but they
have freedom to determine how to achieve end results.
• May make statements on behalf of the organisation in accordance with policy
directives.
• Determinations and recommendations relate to broad strategies and
objectives but are primarily focused within the functional area of the position
e.g. People and Performance.
• Advice positions provide expert advice or counsel even though the
organisation may seek alternative advice or a second opinion.
• Could commit the organisation to a particular course of action relating to the
standard of service or implementation of corporate policy.
• Likely to be involved in a complex environment where new problems and
issues frequently arise which require new methods and there is no readily
available source of advice or guidance.
• Individually accountable for the integrity, validity and reliability of the advice.
BAND FIVE WORK LEVEL DESCRIPTORS
The following roles have been evaluated using the Mercer CED methodology and are
included here on the base salary classification. All roles are appointed at the entry point of
the base salary classification.
BAND 5A Mercer Cullen Dell Points: 420-479
1 July 2021 1 July 2022
3%
1 July 2023
3%
1 July 2024
3%
Icon Water
Level 5 Zone A
Entry $152,019 $156,580 $161,277 $166,115
Midpoint $159,312 $164,091 $169,014 $174,084
Top $166,604 $171,602 $176,750 $182,053
Examples of Band 5A positions include:
Project Manager
Team Leader
Manager
BAND 5B Mercer Cullen Dell Points: 480-539
1 July 2021 1 July 2022
3%
1 July 2023
3%
1 July 2024
3%
Icon Water
Level 5 Zone B
Entry $166,605 $171,603 $176,751 $182,054
Midpoint $173,895 $179,112 $184,485 $190,020
Top $181,186 $186,622 $192,221 $197,988
Examples of Band 5B positions include:
Manager
1.1 Work Level Description for Band 5
This section provides a broad description of work typically performed by Band 5 employees.
It is not expected that any single work role would exhibit all activities, duties, skills or
responsibilities set out below. The descriptor needs to read in its entirety to gain a clear
understanding of the work at this level.
For Direct positions at this level
(a) Positions may be accountable for a Sales/Revenue budget of $5-15 million
(b) Positions may be accountable for an Expenditure budget of $5-10 million
(c) Positions may be accountable for a Staff Management budget of $2-5million
For Advice positions
(a) Positions at this level are the recognised reference point for others in relation
to policy, precedent, best practice, standards or resolution of problems. The
advice is critical in dealing with significant issues or matters with broader
implications. The position provides leadership in an important area of advice
within the organisation and may be supervising other advice positions. It may
also apply where the position leads other specialists and is considered senior
in the discipline.
1.2 Differential Positioning in Band 5
At Zone A of Band 5, incumbents:
(a) May be new starters who have not worked at Icon Water previously.
(b) May lead projects that directly affect the achievement of Branch or Group
objectives.
(c) Will develop complete knowledge of the required tasks as they perform work
under guidance.
(d) Participate in major projects that develop new processes and systems
At Zone B of Band 5 incumbents:
(a) Are expected to lead teams that provide solutions to complex issues and
changing requirements
(b) Provide leadership either directly as managers or indirectly through advice to
achieve Group impact on organisational objectives
1.3 Typical Tasks and Duties for Band 5
This section provides information on the typical tasks and duties performed by Band 5
employees. It is not intended to be a description of a job, but rather examples of the sorts of
work performed by staff at this level. Incumbents:
(a) Required to understand the nature of the enterprise and how to position the
organisation to meet major challenges;
(b) Explain the purpose and direction of the organisation to key stakeholders,
other managers and senior professionals.
(c) Manage a large and complex set of resources to achieve key corporate goals
(d) Manage a professional team engaged in a complex
technical/professional/clinical environment requiring the integration of a
diverse set of skills and a multiplicity of resources
(e) Provide professional opinions and designs that address and resolve complex
professional/technical/ issues for clients.
(f) Lead major research and development programs that affect a major and core
element of the organisation’s mission or operations.
(g) Where the primary emphasis is management middle or senior level managers
in a medium sized branch or Group undertaking planning, organising,
directing leading and controlling of the work of other managers.
(h) Provide policy advice on legal, financial, social, economic and political
implications.
(i) Positions incorporate many of the activities that comprise a complete function
in the organisation, or for professional positions a full discipline, or for senior
technical positions recognised as being highly specialised and having
significant management responsibilities for a large diverse and/or multi-
disciplinary technical work unit or project.
(j) Persuade others to adopt particular procedures, methods or strategies where
there are conflicting interests and opinions amongst either the organisation or
individuals who are also skilled in their field and have the ability to lead and
convince staff/clients and to motivate others to cooperate in the achievement
of difficult and sometimes conflicting objectives.
(k) May be required to develop/modify organisation wide policies or to manage
specialised projects requiring considerable interpretation and understanding
of organisation operations and the particular subject matter e.g. the
development of research and development policy, corporate people and
performance management policy, environmental policy; the conception and
design of research programs; the organisation of technical concepts and inter-
dependencies in order to resolve specialised problems and issues; the
preparation of advice or legislation in complex areas of law.
(l) Either substantially influence the allocation of resources or allocate resources
in the short term, deploy staff independently and make minor long term
commitments where there are defined precedents. Make statements on behalf
of the organisation in accordance with policy directives.
(m) Identify and prepare proposals on new products or services and/or markets,
local business acquisition opportunities, and undertake analyses, though final
decisions are made at a higher level.
(n) Lead the investigation of major/corporate issues and stimulate the
development of strategies to resolve problems affecting organisation/agency
operations.
1.4 Expertise Needed for Band 5
This section provides descriptors of generic skills, knowledge and experience relevant to
employees at this level. Work roles are not expected to require all skills, knowledge and
experience indicated.
(a) SPECIALISED PROFESSIONAL/SENIOR MANAGERIAL – The nature of
work at this level demands highly specialised commercial, professional,
technical, administrative or advanced managerial capability in order to:
• Understand the nature of the enterprise and how to position the
organisation to meet major challenges;
• explain the purpose and direction of the organisation to key
stakeholders, other managers and senior professionals;
• manage a large and complex set of resources to achieve key corporate
goals;
• manage a professional team engaged in a complex
technical/professional/clinical environment requiring the integration of a
diverse set of skills and a multiplicity of resources;
• provide professional opinions and designs that address and resolve
complex professional/technical/clinical issues for clients;
• lead major research and development programs that affect a major and
core element of the organisation’s mission or operations.
(b) Management positions require extensive knowledge and skills and many
years of experience in the area of operation, and advanced
professional/public administration/commercial training. Positions may require
post graduate qualifications. Technical positions at this level are likely to be
managing a large multidisciplinary function.
(c) Technical or Professional require specialised knowledge of complex, though
conventional, methods and techniques for a particular discipline resulting from
many years’ experience and/or advanced technical/commercial training.
Positions may require postgraduate qualifications.
(d) Policy Advice positions require extensive knowledge, not only of the area of
operation, but also of the impact of the environment, including Government
initiatives, and public and private sector influences and interactions. Positions
advise on legal, financial, social, economic and political implications.
(e) Ability to persuade others to adopt particular procedures, methods or
strategies where there are conflicting interests and opinions amongst either
the organisation or individuals who are also skilled in their field.
(f) Positions require either substantial management skills or the frequent use of
negotiating skills of a legal or industrial relations nature.
1.5 Work Context for Band 5
This describes not so much “what” is done but the environment in which it is done, and the
independence with which it is done.
Job Environment: Incumbents are:
(a) May be required to develop/modify organisation wide policies or to manage
specialised projects requiring considerable interpretation and understanding
of organisation operations and the particular subject matter. E.g. the
conception and design of research programs; the organisation of technical
concepts and inter-dependencies in order to resolve specialised problems and
issues;
(b) Positions are bound by broad practice and policy guidelines and are subject to
executive management direction, however, there is freedom to determine how
to achieve end results. Achievements are generally measured against agreed
targets/budgets.
(c) Can influence the allocation of resources or allocate resources in the short
term, deploy staff independently and make minor long term commitments
where there are defined precedents.
(d) Make statements on behalf of the organisation in accordance with policy
directives.
(e) Managers usually have financial and capital resources controlled by higher
levels of management.
(f) Often required identify and prepare proposals though final decisions are made
at a higher level.
(g) Positions typically report directly to a General Manager (or Director) reporting
directly to the Managing Director and play a key role in the management
team.
(h) Advice and counsel provided has a direct impact on a major facet of the
business
(i) Determinations and recommendations relate to broad strategies, objectives
and integrated planning focused primarily within the functional area of the
position, for example,
(j) Has considerable scope to advise and recommend within general parameters
provided by corporate and/or organisation policy guidelines. There is typically
a higher corporate point of expert managerial advice to guide and assist in
major activities and new initiatives, though the position would be directly
advising decision makers
(k) Expected to provide expert advice or counsel even though the organisation
might seek alternative advice or a second opinion on sensitive issues, lead
the investigation of major/corporate issues and stimulate the development of
strategies to resolve problems affecting organisation/agency operations.
(l) Expected to have a direct influence on the development of policies and
delivery of programs.
(m) The stature of the advice provided is such that only other experts would be
competent to provide additional information or definitively challenge the
original advice.
Judgement Exercised and Freedom to Act: Incumbents are:
(a) Positions are likely to be in complex or dynamic environments where new
problems and issues are frequently arising, where new methods are regularly
required, and resolution of issues breaks new ground for the organisation and
there is no readily available source of advice or guidance.
(b) Individually accountable for action taken within agreed or approved budgets,
financial, operational or technical constraints.
(c) Able to refer substantial decisions to more senior executives or to the Board
and do not have to control all facets of decision making which influence
outcomes, operating costs, revenues, assets, or profits.
(d) Individually accountable within the organisation for the advice provided and
participates in the decision making process with respect to how the advice
should be provided or used. Commonly provide advice directly to the “end
user”.
(e) Expected to determine research methodologies and analysis techniques, and
advise on all factors influencing outcomes and successful implementation.
Integrity, validity and reliability of the advice lie principally with this position.
(f) Required to provide a professional service directly to clients where the
position is individually accountable for the integrity, accuracy and quality of
the advice provided.
1.6 Distinguishing Features of Work at Band 6
This section provides a set of features that distinguish work at Band 6 from work at Band 5.
These characteristics will assist in classification and role assignment decisions.
• Management positions accountable for sales/revenue (10-20m) or
expenditure (6-12m) or staff management (4-8m).
• Advice positions affect the design and provision of major programmes or the
determination of major policy issues of an organisation. This advice is
strategic and critical and affects the overall direction of the organisation.
• Positions are fully accountable for advice and would provide it directly to the
Executive team.
• Principal specialists identify the environment and business challenges for
current and future years and develop strategies to position the organisation to
exploit the future challenges.
• Involved in volatile Industrial Relations, contract negotiations, government
relations and may be the organisation’s main negotiator
• Defines core business strategies for the implementation of change
• Must frequently resolve unusual problems and develop and oversee the
implementation of new programmes.
• Highly specialised professional positions may establish or alter standard
concepts, theories and paradigms.
• Identify business ventures, develop corporate/group business plans and
devise and implement strategies to achieve corporate goals
• Creates new patterns of thought, reference points and long term solutions to
major issues.
• Positions involved in the management of sales or revenue determine
strategies that others implement
• Requires highly specialised commercial, professional, technical administrative
or advanced managerial capability including substantial line management skill
and experience.
• Professionals are principal specialists in a total discipline and would be
knowledgeable in one or more related disciplines.
• Has substantial autonomy and delegation to vary plans and policies to meet
client needs and make significant commitments on behalf of the organisation.
• Provides authoritative and expert advice on novel or new issues where the
body of knowledge is limited and where other sources of advice are not
readily available.
• Collaborates or shares accountability with the business unit, group regional or
corporate head in the management/attainment of results.
BAND SIX WORK LEVEL DESCRIPTORS
The following roles have been evaluated using the Mercer CED methodology and are
included here on the base salary classification. All roles are appointed at the entry point of
the base salary classification.
BAND 6A Mercer Cullen Dell Points: 540-614
1 July 2021 1 July 2022
3%
1 July 2023
3%
1 July 2024
3%
Icon Water
Level 6 Zone A
Entry $181,187 $186,623 $192,222 $197,989
Midpoint $186,444 $192,037 $197,798 $203,732
Top $191,701 $197,452 $203,376 $209,477
Examples of Band 6A positions include:
Principal Engineer
Manager
Project Manager
BAND 6B Mercer Cullen Dell Points: 615 – 689
1 July 2021 1 July 2022
3%
1 July 2023
3%
1 July 2024
3%
Icon Water
Level 6 Zone B
Entry $191,702 $197,453 $203,377 $209,478
Midpoint $196,957 $202,866 $208,952 $215,221
Top $202,213 $208,279 $214,527 $220,963
Examples of Band 6B positions include:
Senior Principle Engineer
Manager
1.1 Work Level Description for Band 6
This section provides a broad description of work typically performed by Band 6 employees.
It is not expected that any single work role would exhibit all activities, duties, skills or
responsibilities set out below. The descriptor needs to read in its entirety to gain a clear
understanding of the work at this level.
For Direct positions at this level:
(a) Positions may be accountable for a Sales/Revenue budget of $10-20 million
(b) Positions may be accountable for an Expenditure budget of $6-12 million
(c) Positions may be accountable for a Staff Management budget of $4-8million
For Advice positions:
(a) The advice affects the design and provision of major programs or the
determination of major policy issues of an organisation or agency. Such
programs or policies have organisation/agency wide implications with
significant implications also for clients.
(b) The advice is strategic and critical to the organisation/agency and affects the
overall direction, thrust and development of major business activities/agency
programs.
(c) May also affect the total design and provision of major systems critical to the
operation and success of the total organisation.
(d) Is fully accountable for the full implications and scope of the advice provided.
Typically the position would be providing advice to the General Management
team or client group which relates to core business, strategy or organisational
performance. The position is unlikely to be more than two levels from the
Managing Director.
1.2 Differential Positioning in Band 6
At Zone A of Band 6, incumbents:
(a) May be new starters who have not worked at Icon Water previously.
(b) May lead projects that directly affect the achievement of Branch or Group
objectives.
(c) Will develop complete mastery required tasks with further exposure to problem
resolution/casework.
(d) Participate in major projects that develop new strategies and plans for the
Organisation
At Zone B of Band 6 incumbents:
(a) Are likely to have moved up from Band 5 or Zone A of Band 6.
(b) Are expected to lead projects that develop organizational strategies, plans
and chart new directions for the Organisation
(c) Has complete control over the work tasks and operates under broad
guidelines from a GM or MD.
1.3 Typical Tasks and Duties for Band 6
This section provides information on the typical tasks and duties performed by Band 6
employees. It is not intended to be a description of a job, but rather examples of the sorts of
work performed by staff at this level. Incumbents:
(a) If Principal Specialists in a recognised discipline they require a command of
the principles and practices of the profession plus the capacity to predict and
position the organisation to meet future challenges.
(b) Define core business strategies for the implementation of major strategic
change.
(c) Must frequently resolve unusual problems and develop and oversee the
implementation of new programs.
(d) Identifies the environment and business challenges for current and future
years and develops the organisational strategies to meet and exploit these
challenges.
(e) Highly specialised professional positions may establish or alter standard
concepts, theories, paradigms or previously formulated requirements. Typical
roles at this level include the development, implementation and monitoring of
major corporate programs.
(f) Identify business ventures, develop corporate/group business plans and
devise and implement strategies to achieve corporate goals.
(g) Resolve problems using a synthesis of facts, detailed analysis, interpretation
and evaluation of relevant data, including the close investigation of alternative
approaches to the problem.
(h) Creating new patterns of thought, reference points, professional practices and
long term solutions to major corporate or professional issues are required at
this level.
(i) Positions at this level are expected to lead the investigation of major/corporate
issues and stimulate the development of strategies to resolve problems
affecting the organisation's operations or the delivery of services to the wider
community.
(j) Positions engaged in the management of sales or revenue essentially
determine the strategies that others implement such as through sales or
marketing teams or operating group.
(k) At this level positions determine research methodologies and analysis
techniques, and advise on all factors influencing outcomes and successful
implementation. Integrity, validity and reliability of the advice lie principally
with this position.
1.4 Expertise Needed for Band 6
This section provides descriptors of generic skills, knowledge and experience relevant to
employees at this level. Work roles are not expected to require all skills, knowledge and
experience indicated.
A SPECIALISED PROFESSIONAL/SENIOR MANAGERIAL - The nature of work at this level
demands highly specialised commercial, professional, technical, administrative or advanced
managerial capability in order to:
• understand the nature of the enterprise and how to position the
organisation to meet major challenges;
• explain the purpose and direction of the organisation to key
stakeholders, other managers and senior professionals;
• manage a large and complex set of resources to achieve key corporate
goals;
• manage a professional team engaged in a complex
technical/professional/clinical environment requiring the integration of a
diverse set of skills and a multiplicity of resources;
• provide professional opinions and designs that address and resolve
complex professional/technical/clinical issues for clients;
• lead major research and development programs that affect a major and
core element of the organisation’s mission or operations.
(a) Managers of branches or group must have substantial line management skills
and experience, and substantial policy/advisory skill requirements
(b) Principal Specialists in a recognised discipline require a command of the
principles and practices of the profession plus the capacity to predict and
position the organisation to meet future challenges
(c) Professionals at this level would be recognised as being both principal
specialists covering a total discipline, and as being knowledgeable in one or
more related disciplines.
1.5 Work Context for Band 6
This describes not so much “what” is done but the environment in which it is done, and the
independence with which it is done.
Job Environment: Incumbents are:
(a) Required to operate within an environment where there is a strong
requirement to identify and define corporate issues or emerging issues of
major community or professional concern.
(b) Required to define appropriate organisation policies and business strategies,
corporate business plans and new business development tactics or the
development of major research programs. Lack of precedent is a significant
feature in the majority of activities pursued.
(c) Sometimes determining Group strategies or policy/professional positions
determining specific program strategies in order to implement core business
strategies.
(d) Sometimes determining and implementing organisation wide business
strategies.
(e) Required to determine the strategies that others implement.
(f) Has substantial autonomy and delegation to vary plans and policies to meet
client needs and make significant commitments on behalf of the organisation.
(g) Typically reporting directly to a corporate Functional Head or could be the
corporate Function Head (for example, People and Performance, Finance),
though not at board level, whereas the subsidiary Function Head is usually a
Director of the subsidiary board.
(h) Providing advice and counsel that has a critical, strategic and direct impact on
the well-being of the organisation or, in addition to providing comprehensive
guidance and counsel to the Managing Director on broad strategic issues, the
incumbent plays an active role in decision making which affects the
organisation as a whole.
(i) For advice positions this level applies to positions that provide authoritative
and expert advice on novel or new issues, where the body of knowledge is
limited, where other sources of advice are not readily available or accessible
and/or the recipient of the advice is not familiar with the detail of the subject
matter.
Judgement Exercised and Freedom to Act: Incumbents are:
(a) Involved in forward planning or strategic decision-making, involving evaluation
of the environment and identification of the fundamental issues to be resolved.
(b) Required to exercise versatility and innovation on a sustained basis in
combination with a requirement to think outside the common body of
knowledge or practice.
(c) Individually accountable for action taken within agreed or approved budgets,
financial, operational or technical constraints. Therefore, for this position, the
phrase “the buck stops here‟ would typically apply. This latter phrase does not
imply absolute accountability but rather delegated accountability for the
management of specific resources.
(d) May collaborate/shares accountability with the Group or corporate head in the
management/attainment of Group, or corporate resources/results.
(e) For advice positions is individually accountable within the organisation for the
advice provided and participates in the decision making process with respect
to how the advice should be provided or used. They commonly provide advice
directly to the "end user".
(f) Expected to determine research methodologies and analysis techniques, and
advise on all factors influencing outcomes and successful implementation.
Integrity, validity and reliability of the advice lie principally with this position.
(g) Required to provide a professional service directly to clients where the
position is individually accountable for the integrity, accuracy and quality of
the advice provided.
Signatories to the Icon Water and Combined Unions Enterprise Agreement 2022
Signed for and on behalf of
Icon Water Limited (The Employer)
The representative authorised to sign
employment agreements on behalf of Icon Water
Full name
Address
Explanation of authority to sign Agreement
The Employees
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Australian Manufacturing
Workers' Union (AMWU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Australian Workers' Union
(AWU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Community and Public
Sector Union (CPSU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Construction, Forestry,
Maritime, Mining and Energy Union (CFMMEU)
Full name
Address
Explanation of authority to sign Agreement
Signatories to the Icon Water and Combined Unions En rprise Agreement 2022 Signed for and on behalf of Icon Water Limited (The Employer) The representative authorised to sign employment agreements on behalf of Icon Water Full name Address Explanation of authority to sign Agreement The Employees The representative authorised to sign this agreement on behalf of the union bargaining representatives of the Australian Manufacturing Workers' Union (AMWU) Full name Address Explanation of authority to sign Agreement The representative authorised to sign this agreement on behalf of the union bargaining representatives of the Australian Workers' Union (AWU) Full name Address Explanation of authority to sign Agreement The representative authorised to sign this agreement on behalf of the union bargaining representatives of the Community and Public Sector Union (CPSU) Full name Address Explanation of authority to sign Agreement The representative authorised to sign this agreement on behalf of the union bargaining representatives of the Construction, Forestry, Maritime, Mining and Energy Union (CFMMEU) Full name Address Explanation of authority to sign Agreement
Pffest RAYMOND HEZKIAL 12 HOSKINS ST MITCHELL ACT MANAGING DIRECTOR
Signatories to the Icon Water and Combined Unions Enterprise Agreement 2022
Signed for and on behalf of
Icon Water Limited (The Employer)
The representative authorised to sign
employment agreements on behalf of Icon Water
Full name
Address
Explanation of authority to sign Agreement
The Employees
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Australian Manufacturing
Workers’ Union (AMWU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Australian Workers’ Union
(AWU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Community and Public
Sector Union (CPSU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Construction, Forestry,
Maritime, Mining and Energy Union (CFMMEU)
Full name
Address
Explanation of authority to sign Agreement
Brenton Higgins
Level 4, 224 Bunda Street, Canberra
Regional Secretary (acting)
~
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Electrical Trades Union
(ETU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Plumbing Trades
Employees Union
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Association of
Professional Engineers, Scientists and
Managers also known as Professionals Australia
PA
Full name
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Transport Workers Union
(TWU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the United Workers Union
(UWU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this agreement on behalf of the union bargaining representatives of the Electrical Trades Union (ETU) Full name Address Explanation of authority to sign Agreement The representative authorised to sign this agreement on behalf of the union bargaining representatives of the Plumbing Trades Employees Union Full name Address Explanation of authority to sign Agreement The representative authorised to sign this agreement on behalf of the union bargaining representatives of the Association of Professional Engineers, Scientists and Managers also known as Professionals Australia (PA) | Full name Address Kathleen A Studdert 4/7 Napier ST Peakin ACT Explanation of authority to sign Agreement Director ACT The representative authorised to sign this agreement on behalf of the union bargaining representatives of the Transport Workers Union (TWU) Full name Address Explanation of authority to sign Agreement The representative authorised to sign this agreement on behalf of the union bargaining representatives of the United Workers Union (UWU) Full name Address Explanation of authority to sign Agreement
Signatories to the Icon Water and Combined Unions Enterprise Agreement 2022
Signed for and on behalf of
Icon Water Limited (The Employer)
The representative authorised to sign
employment agreements on behalf of Icon Water
Full name
Address
Explanation of authority to sign Agreement
The Employees
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Australian Manufacturing
Workers’ Union (AMWU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Australian Workers’ Union
(AWU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Community and Public
Sector Union (CPSU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Construction, Forestry,
Maritime, Mining and Energy Union (CFMMEU)
Full name
Address
Explanation of authority to sign Agreement
Level 3, 16-20 Good Street, Granville NSW 2142
TONY CALLINAN
AWU NSW BRANCH SECRETARY
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1.000
Signatories to the Icon Water and Combined Unions Enterprise Agreement 2022
Signed for and on behalf of
Icon Water Limited (The Employer)
The representative authorised to sign
employment agreements on behalf of Icon Water
Full name
Address
Explanation of authority to sign Agreement
The Employees
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Australian Manufacturing
Workers’ Union (AMWU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Australian Workers’ Union
(AWU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Community and Public
Sector Union (CPSU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Construction, Forestry,
Maritime, Mining and Energy Union (CFMMEU)
Full name
Address
Explanation of authority to sign Agreement
Cory Wright
133 Parramatta Road, Granville NSW 2142
State Secretary
Calif
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Electrical Trades Union
(ETU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Plumbing Trades
Employees Union
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Association of
Professional Engineers, Scientists and
Managers also known as Professionals Australia
(PA)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Transport Workers Union
(TWU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the United Workers Union
(UWU)
Full name
Address
Explanation of authority to sign Agreement
Godfrey Moase
833 Bourke Street, Docklands Vic 3008
Director
01/03/2023
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Electrical Trades Union
(ETU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Plumbing Trades
Employees Union
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Association of
Professional Engineers, Scientists and
Managers also known as Professionals Australia
(PA)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the Transport Workers Union
(TWU)
Full name
Address
Explanation of authority to sign Agreement
The representative authorised to sign this
agreement on behalf of the union bargaining
representatives of the United Workers Union
(UWU)
Full name
Address
Explanation of authority to sign Agreement
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The representative authorised to sign this ANAL agreement on behalf of the union bargaining representatives of the Electrical Trades Union (ETU) Full name ALLEN HICKS Address LVL 5, 370 PITT ST SYDNEY NSW 2000 Explanation of authority to sign Agreement BRANCH SECRETARY. The representative authorised to sign this agreement on behalf of the union bargaining representatives of the Plumbing Trades - Employees Union Full name THÉO. SAMARTZOPOULOS Address SHOP, III MCEVOY ST Explanation of authority to sign Agreement ALEXANDRIA NSW 2015 BRANCH SECRETARY The representative authorised to sign this agreement on behalf of the union bargaining representatives of the Association of Professional Engineers, Scientists and Managers also known as Professionals Australia (PA) Full name Address Explanation of authority to sign Agreement The representative authorised to sign this agreement on behalf of the union bargaining representatives of the Transport Workers Union (TWU) Full name Address Explanation of authority to sign Agreement The representative authorised to sign this agreement on behalf of the union bargaining representatives of the United Workers Union (UWU) Full name Address Explanation of authority to sign Agreement ......
OFFICIAL
IN THE FAIR WORK COMMISSION
FWC Matter No.:
AG2023/451
Applicant:
Icon Water Limited T/A Icon Water
Section 185 – Application for approval of a single enterprise agreement
Undertaking – Section 190
I, Gerard Brierley, General Manager Infrastructure Services of Icon Water have the authority
given to me by Icon Water Limited to give the following undertakings with respect to the Icon
Water and Combined Unions Enterprise Agreement 2022 ("the Agreement"):
1. Definition of a shift worker for the purposes of the NES. For the purposes of section
196 of the Fair Work Act 2009, Clause 52.8 of the Agreement sets out who is a shift
worker.
2. Part-time minimum engagement. Notwithstanding Clause 16 of the Agreement, part-
time employees are entitled to a minimum engagement of three hours per occasion.
3. Casual minimum engagement. Notwithstanding Clause 18 of the Agreement, casual
employees are entitled to a minimum engagement of two hours per occasion.
4. Electrical and Mechanical Fitter rates. Notwithstanding Schedule B Part 3 of the
Agreement, employees engaged as first year adult apprentices will receive payment
no less than what they would be entitled to under Clause 15.1 of the Water Industry
Award 2020.
5. Night shift penalty. Notwithstanding Clause 15.2 (b) of the Agreement, employees
engaged as apprentices working on a night shift will receive payment of no less than
what they would be entitled to under Clause 21.10 (b)(ii) of the Water Industry Award
2020.
These undertakings are provided on the basis of issues raised by the Fair Work Commission
in the application before the Fair Work Commission.
____________________________
Signature
____________________________
Date
10 March 2023
