8 OCCUPATIONAL HEALTH AND SAFETY

8.1 Australia Post is committed to providing and maintaining as far as is practicable a workplace and systems of work that are safe and without risk to health for its employees, contractors, others at the workplace and the public.

8.2 The parties agree to work towards reducing the incidence and cost of workplace injuries and illnesses. Improvements will be achieved through the on-going process of risk management where all hazards involved in the work or workplace are identified, the associated risks are assessed and effective measures to control these risks are determined and put in place. Furthermore, consideration of occupational health and safety issues will be incorporated into all workplace activities.

8.3 Particular emphasis will be to reduce significantly accidents relating to motor cycles, manual handling and fork-lift operations.

8.4 During the life of the Agreement, work will be undertaken to:
* review progressively OHS policies and procedures focusing on manual handling, motorcycle and fork-lift truck incidents and first aid services;
* ensure all facilities, equipment, products and work practices are assessed by OHS advisers as safe before they are used;
* address security issues and concerns in Retail facilities;
and
review the OHS Policy and Agreement.

9 WORK AND FAMILY

9.1 The parties are committed to the application of work and family initiatives throughout all workplaces but recognise that such initiatives must be mutually beneficial to both the business and employees and consistent with operational needs.

9.2 The parties agree:
* to promote work and family initiatives in accord with the 1998 joint review of work and family;
* to the introduction of the following work and family initiatives provided such arrangements are negotiated and agreed, to by management and the employee and meet the operational needs of the business;

(a) extension of short term absences for non-family purposes provided the make-up and time off arrangements are jointly agreed;

(b) 48/52 mode of employment where the arrangements made are cost neutral to the business;

(c) use of time in lieu arrangements.
* that staff may access normal grievance provisional to appeal against any refusal based on operational needs.

10 EMPLOYMENT ARRANGEMENTS

10.1 Our staffing resources will continue to comprise predominantly permanent staff (full and part-time) with overtime, fixed term, and casual staff being used primarily for business fluctuations above normal staffing levels and to facilitate implementation of change-. Australia Post has no intention to significantly reduce overtime levels by increasing our reliance on mixed term and casual staff.

10.2 The parties agree that employees can be recruited on a fixed term basis to facilitate implementation of the changes covered by this agreement when it is likely that the employee's services will be required for a period of less than 2 years. Discussions will be held at State level on appropriate consultative arrangements (and can include discussions on fixed term arrangements already in place to facilitate these changes).

10.3 Fixed term employees who have been subject to the same selection processes that apply to permanent employees will, subject to satisfactory service, be given priority if any permanent base level vacancies in their facility are filled by external recruitment during their fixed term period (subject to Clause 11.2).

10.4 The mix of full and part-time staff must reflect the needs of the business and customers. It is agreed that arrangements will be put in place at the National/State levels for consultations with unions on our staffing mix on a regular basis and that the parties will work together to address concerns about inappropriate employment arrangements - and the appropriate mix of overtime, fixed term and casual employees.

10.5 The parties acknowledge that the use of outside contractors, agency staff and consultants can impact on opportunities for employees and agree that such arrangements should not be used unless there are sound business reasons for doing so.

11 PART-TIME CONDITIONS

11.1 Australia Post and unions are committed to the principle that part-time employees should receive the same conditions as full-time employees (on a pro-rata basis) and be given the same access to the development opportunities as other staff.
It has been agreed that:
* the proposals outlined at Schedule D will be implemented;
* work will continue on identifying and addressing any elements of our terms and conditions which are inconsistent with the above principle.

11.2 Priority will be given to permanent part-time employees when applying for permanent full- time vacancies in accordance with agreed guidelines.

12 EMPLOYEE CONDUCT AND DISCIPLINE

12.1 Australia Post, employees and the unions agree that the arrangements outlined at Schedule E shall apply for the duration of this Agreement.

13 PROMOTION AND TEMPORARY TRANSFER APPEAL RIGHTS

13.1 The parties agree that the Australia Post Promotions Appeal, Board and appeal rights against provisional promotions will be maintained for the duration of this Agreement. Temporary vacancies over 2 months are expected to be advertised in accordance with agreed guidelines and appeal rights against temporary transfers will also be retained for temporary transfers which exceed 2 months.

14 STUDY/EXAMINATION LEAVE

14.1 Study and examination leave may be granted to approved students in accordance with Australia Post's Principal Determination.

15 SALARY ON PROMOTION

15.1 The salary to be paid to an employee on promotion or transfer to a higher position will normally be the minimum rate for that position except that in circumstances involving overlapping salary ranges, the new salary will normally be the next highest salary point in the salary range for the higher position.

15.2 Previous service at the level to which the employee is being promoted (or higher levels) shall be taken into account when determining salary on promotion and incremental dates in accordance with the same principles that apply to the assessment of higher duties allowance. An employee promoted to a position which, the employee is occupying on a temporary basis shall not suffer any reduction in remuneration.

16 SALARY PAYMENT ARRANGEMENTS

16.1 It is agreed that all employees will have their fortnightly salary paid through direct credit arrangements to a bank or other financial institution.

17 BENEFIT DISTRIBUTION

* Base Pay

17.1 Base salary ranges, including current incremental level's, will be adjusted over the life of the Agreement from the first pay period commencing on or after the Following dates:

(i)   from date of effect of Agreement  -  4.0%
(ii)  from 10 months                    -  2.5% (*see 17.2 below)
(iii) from 18 months                    -  $500 facility bonus
(iv)  from 21 months                    -  2.0%

17.4 Payment of a $500 bonus for achievement covering both attendance and well-being elements.

17.5 Within the framework at Schedule F it is agreed that:

(i) the detailed criteria and process mill be developed by a joint working party by 30 June 1999;

(ii) the attendance and well-being programs will be implemented during 1999-2000;

(iii) it will incorporate both high levels of employee participation and emphasis on measurable outcomes;

(iv) it will make allowance for any factors that influence performance that are outside control of the facility concerned;

(v) the scheme will incorporate a major communication program and support from leaders in lifestyle and wellbeing programs.
* Other Benefits

17.6 During the life of the Agreement, development work will be undertaken on:

(i) a facility based pay system linked to key performance indicators in mail processing and parcels (consideration will also be given to other operational streams);

(ii) an approach which evaluates and recognises the benefits arising from other non-salary rewards, eg superannuation and further explore options for salary sacrifice for superannuation for operational staff.

17.7 Any changes under (i) and (ii) will be subject to separate consultation and agreement.

18 DISPUTE RESOLUTION PROCESS/PRINCIPLES

18.1 Australia Post, its employees and unions recognise,-that there exists a mutual responsibility to work co-operatively to resolve disagreements over matters as far as is practicable at the workplace level. Accordingly, the parties commit themselves to:

(i) promptly addressing disagreements within the procedures set out below;

(ii) discussing those disagreements in an open and honest way;

(iii) seeking to resolve those disagreements wherever possible without recourse to third parties; and

(iv) the rights of an employee to be accompanied by a person of their choice including a union representative throughout the process.

18.2 It is agreed that where disagreements arise, the following procedure will apply:

(i) the employee will discuss the matter with their immediate manager/supervisor, however in circumstances where the matter may relate to the behaviour or actions of the immediate manager and it would be inappropriate to discuss the matter at that level, the employee may discuss the matter with the next highest level of management;

(ii) if the matter is not resolved at that level within a reasonable timeframe, the employee, concerned may arrange further discussions involving more senior levels of management or the union as appropriate;

(iii) if the issue involves more than one employee, the employees involved, the union or management may raise the issue at the level the parties consider appropriate;

(iv) if the matter remains unresolved after points (i) to (iii) above have been followed, it may be certified to the Australian Industrial Relations Commission. The Commission may take action consistent with its powers under the Workplace Relations Act 1996 to deal with the matter;

(v) while the parties, are, attempting to resolve the matter the employee will continue to work in accordance with relevant Australia Post Awards and the contract of employment unless the employee has a reasonable concern about an immediate threat to his or her health or safety. Subject to relevant provisions of the Occupational Health and Safety (Commonwealth Employment) Act 199 1, even if the employee has a reasonable concern about an immediate threat to. his or her health or safety, the employee must not unreasonably fail to comply with a direction by Australia Position perform other available work, that is appropriate for the employee to perform.

19 DURATION AND SCOPE

19.1 This Agreement shall operate on and from the date of the first pay period following certification by the AIRC and will, expire 26 months later.

19.2 This Agreement replaces and wholly supersedes the three previous Australia Post Enterprise Agreements.

19.3 Subject to relevant legislative provisions this Agreement overrides the operation of any other Award or Agreement to the extent of any inconsistency.

19.4 The Corporation may enter into an Australian Workplace Agreement (AWA) with any staff member covered by this agreement. However:

(a) no staff member will be required to enter into an AWA for their existing job, or a job, to which they are transferred or promoted and will have the choice of accepting or rejecting the AWA;

(b) existing staff members who are party to AWAs will, on expiry of those AWAs, have the choice of accepting or rejecting a subsequent AWA.

19.5 The AWA may operate to the exclusion of this Agreement or prevail over its terms to the extent of any inconsistency.

20 APPLICATION/PARTIES BOUND

20.1 This Agreement is binding on:

(a) Australia Post

(b) the following unions:
* Communications Electrical, Electronic, Energy, Information, Postal, Plumbing and Al-lied Services Union of Australia (CEPU);
* Community and Public Sector Union (CPSU);
* Association of Professional Engineers, Scientists and Managers, Australia (APESMA);
* Automotive, Food, Metals, Engineering, Printing and Kindred Industries, Union (AFMEPKIU);

(c) all staff employed by Australia Post in classifications specified in the following Awards or any successor awards;
* Australia Post Operations (Interim) Award 1995
* Australia Post Administrative/Professional (Interim) Award 1995
* Australia Post Technical (Interim) Award 1995

21 RESERVED MATTERS

21.1 The following matters are reserved for further consideration and possible agreement during the life of this Agreement:
* Teamworking arrangements for Mail Officers;
* Future specialist SMO classification;
* Structural changes supporting FuturePOST and Delivery relating to Hubs, Parcels and Transport;
* Retail structural changes;
* Specialist technical classifications;
* Changes resulting from Award Simplification which were not intended by any of the parties;
* Income Protection Scheme;
* Shift Penalty Rates.

21.2 The parties agree to commence discussions on the next EBA 6 months prior to the expiry date of this Agreement.