EBA6 - AUSTRALIA POST ENTERPRISE AGREEMENT 2004-2006 (Pre Ballot Version)
NOTE: This is the pre ballot version - version 6 Sept 2004
Attachment A - EBA6 Conditions of Service
1. Promotion/Temporary Performance Appeal Rights
Post will continue for the duration of EBA6 to provide employees with appeal rights against provisional promotions and against temporary transfers exceeding 3 months.
2. Study/Examination Leave
Study and examination leave may be granted to approved students in accordance with Australia Post's Principal Determination
3. Salary On Promotion
The salary to be paid to an employee on promotion or transfer 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.
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.
4. Salary Payment Arrangements
All employees will have all salary payments paid through direct credit arrangements to a bank or financial institution.
5. Work/Life
The parties are committed to the application of work/life initiatives throughout all workplaces but recognise that such initiatives must be mutually beneficial to both the business and employees and consistent with operational needs.
The parties agree:
(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
(d) job sharing
(e) employment breaks for up to 3 years for family leave purposes.
6. Part-Time Employees - Preference
Priority will be given to permanent part-time employees when applying for permanent full-time vacancies in accordance with agreed guidelines.
7. Fixed Term Employees - Preference
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 are filled by external recruitment during the fixed term period (subject to item 6 above).
8. Team Skills Loading Mail Processing/Technical Staff
This loading will continue to be payable to Mail Officers and Technical staff in accordance with the conditions agreed as part of EBA4.
9. Higher Duties Minimum Period for Payment
A higher duties allowance is not paid for higher duties performed unless the period is more than 1 day nor do shorter periods count as service at the higher classification.
10. Employee Discipline
1. Australia Post has the right to dismiss an employee, impose a penalty
of a reduction of two (2) increments for a period of 12 months (or
equivalent penalty), or to transfer an employee to another position of
the same or a lower classification for behaviour or performance which
warrants such action, including:
(i) misconduct or wilful neglect of duty or grossly negligent conduct;
(ii) incompetence or inefficiency for reasons within the employee's
control;
(iii) failure to observe the Code of Ethics.
2. Except in the case of serious and wilful misconduct or grossly negligent
conduct (see below), Australia Post shall ensure that:
(i) employees are counselled and/or given a warning in order to
assist them to maintain acceptable standards of behaviour and
performance;
(ii) no employee is dismissed or transferred for a first breach of the
Code of Ethics.
Grossly negligent conduct would apply in isolated instances only. For the purpose of this clause, such conduct involves a reckless act or omission which causes or could cause significant damage or harm and which would adversely affect the employment relationship. Decisions involving dismissal or transfer which are based on gross negligence (but not serious and wilful matters) should not be taken without prior referral to the Corporate HR Group.
3. An employee may be suspended pending a decision as to the action to
be taken under clause (1) and such suspension shall be with pay,
provided that suspension may be without pay where:
(i) criminal proceedings are pending; or
(ii) police investigation involving a serious criminal act is involved
which would adversely affect the employment relationship.
4. In exercising these rights, Australia Post shall not take action which is harsh, unjust or unreasonable.
5. Australia Post shall furnish written advice to an employee of a decision under clause (1) and of reasons for the decision together with details of the procedures for lodging an application for review.
6. Where transfer, dismissal or penalty under clause (1) is considered to have been harsh, unjust or unreasonable, the employee concerned may submit an application for review of the decision by a Board of Reference. Any such application must be lodged within 14 days of the transfer, penalty, or dismissal, in accordance with procedures established by Australia Post. Employees will also have a right to seek a review of such suspension under 4 (ii) by a Board of Reference once the disciplinary process has been implemented.
Board of Reference
7. For the purposes of clause (6), the Industrial Registrar of the Australian Industrial Registry shall be requested to appoint a Board of Reference for the duration of the Agreement.
8. A Board of Reference shall be constituted by a Chairperson as may be agreed upon by the parties, or, where the parties are unable to agree, as nominated by the Industrial Registrar.
9. A Board of Reference shall seek to resolve any application for review submitted to it, having regard to whether the decision was harsh, unjust or unreasonable.
10. A Board of Reference, in reviewing a decision in relation to which an
application is made:
(i) may form itself in such manner as it thinks fit;
(ii) has discretion as to the procedure to be followed;
(iii) is not bound by the rules of evidence; and
(iv) shall proceed without regard to legal form.
11. Customer Contact Centres- Structural Arrangements
1. A separate Customer Contact Centre job structure will replace the current administrative level structure viz,
2. A single salary point structure will be utilized to replace the current administrative level salaries.
3. The new structure and pay levels will apply to all newly appointed staff, staff who are promoted and by election.
4. A performance - management scheme will be developed.
5. The mix of levels required will be determined at a centre level and will reflect the nature of work requirements as well as the needs of customers.
Attachment B - Adjustment of Allowances
The following allowances will be adjusted at the same time by the same percentage increases that apply to classifications in accordance with EBA 6:
ALLOWANCE AUTHORITY
Dependant Allowance Cl 19.1 (Gen. Con Award)
Higher Duties Allowance Cl 19.5 (Gen. Con. Award)
Intermittent Motor Driving Allowance Cl 19.6 (Gen. Con. Award)
Qualifications Allowance Schedule A (Admin. Award)
Dirty Cleaning Work Cl 9.1 (Ops. Award)
Divide Allowance Cl 9.2 (Ops. Award)
In-Charge Allowance - Retail Staff Cl 9.4 (Ops. Award)
Parcel Post Allowance Cl 9.5 (Ops. Award)
PDO Functional Allowance Cl 9.6 (Ops. Award)
Teams Skill Loading: EBA
Mail Officer
Technical Structure Levels 4, 5
Industry Allowance Cl 9.1.1 (Tech. Award)
Disability Allowance 1 Cl 9.2.1(a) (Tech. Award)
Disability Allowance 2 Cl 9.2.1(b) (Tech. Award)
Custody of Stock Cl 9.4 (Tech. Award)
First Aid Allowance Cl 19.3 (Gen. Con. Award)
Tonnage Allowance Cl 19.12 (Gen. Con. Award)
Sprintpak Drive & Operate Forklift Cl 13(a) Sprintpak Agreement
Sprintpak Machine Adjustment Cl 13(b) Sprintpak Agreement
Attachment C - EBA6 Corporate Bonus Eligibility
Payment of the bonus is subject to the person being employed by Australia Post as at the time the bonus is paid (with the exception of retirees) or in respect of casual employees, the individual still being employed by Australia Post on a regular although casual basis.
EMPLOYMENT CATEGORY PERIOD OF EMPLOYMENT * ELIGIBILITY
OR (FROM DATE OF AGREEMENT
STAFF SITUATION CERTIFICATION TO 31/12/05)
Award Based Permanent and Fixed During 2 pay periods or less No Bonus
Term (Full and Part Time Staff) During 3-6 pay periods Quarter Bonus
More than 6 pay periods Full Bonus
Casuals (other than Christmas) During 2 pay periods or less No Bonus
directly employed and paid by During 3-6 pay periods Quarter Bonus
Post. More than 6 pay periods Full Bonus
Casuals employed through and No Bonus
paid by a recruitment agency.
Casuals (Christmas) No Bonus
Sick Leave (paid or unpaid), During 2 pay periods or less No Bonus
Compensation, Maternity Leave During 3-6 pay periods Quarter Bonus
(paid or unpaid). More than 6 pay periods Full Bonus
Long term (ie more than 12 During 2 pay periods or less No Bonus
months) During 3-6 pay periods Quarter Bonus
More than 6 pay periods Full Bonus
Leave for example recreation During 2 pay periods or less No Bonus
leave, long service leave, leave During 3-6 pay periods Quarter Bonus
without pay, career break or any More than 6 pay periods Full Bonus
combinations of such leave.
Agency Assistants still employed Bonus paid
by Australia Post according to
above
employment
categories.
Contractors/Licensed Post Offices No Bonus
Retirees - during relevant During 2 pay periods or less No Bonus
period During 3-6 pay periods Quarter Bonus
More than 6 pay periods Full Bonus
Retirees - after 31 December Full Bonus
2005 and before bonus is paid
(age 55 and above and meeting
other eligibility requirements
in respect of relevant bonus)
Resignations/Terminations No Bonus - nor do
any earlier
(including VRP) before the bonus period/s of service
in the relevant
is paid financial year from
which the employee
has resigned
count for
eligibility if the
employee is
subsequently
re-employed
Executive, Contract Staff No Bonus
(including staff employed under
an AWA) and A06 Staff
Staff commencing employment No Bonus
after end of relevant financial
year
Temporary Part Time Support Full Bonus
Services Officers and
Attendants #
Staff converting from award No bonus if, in
positions to contract positions performance
during the eligibility period payments aggregate,
performance
(associated with
contract employment)
for relevant
financial years
exceed $400.
and
Staff nominally occupying AO6 If, in aggregate,
positions who gain access to performance payments
Performance Pay during the (associated with
Eligibility period contract employment)
for relevant
financial
years are less than
$400 the difference
would be paid by way
of the Corporate
Bonus (ie. a total
of $400 would be
paid).
* Need not be continuous
# These will be the staff who have elected to remain on their current percentage loading conditions in lieu of being translated to the new employment categories (and associated standard conditions)
(only for the Term of EBA6)
MATTER (SECTION OF ACT) C NUMBER - PERIOD OF OPERATION - PRINT NUMBER Extension of Penalty Rates Eligibility Agreement 1993 (Brisbane) (134) 30258/93 26/3/93 25/9/94 K7251 K7252 Extension of Penalty Rates Eligibility Agreement (Adelaide) (134) 50178/93 27/9/93 26/3/95 K9318 K9319 PDO/MO Salary Parity Agreement 1993 -SA/NT (134) 50279/93 27/1/94 8/4/94 L1373 L1374 Northern Mail Centre, Victoria Driver's Agreement 1994 (170) 30957/94 29/4/94 28/4/95 L3658 L3659 Victorian Parcels Delivery PDO (Divers) Agreement 1994 (170) 33528/94 10/10/94 9/10/95 L5974 L5975 PDO/MO Salary Parity Agreement W.A. (170) 34756/94 2/11/94 1/11/95 L6651 L6652 Northgate Transport Depot Queensland Agreement 1994 (170) 41271/94 25/1/95 24/7/96 L9059 L9060 Tasmanian PDO/MO Salary Parity Agreement (170) 30466/95 6/3/95 5/3/96 M0024 M0025 Northgate Mail Centre Agreement 1995 (170) 40110/95 4/5/95 3/11/96 M1367 N.S.W. PDO/MO Parity Agreement 1995 (170) 33297/95 1/6/95 20/4/96 M2653 QLD Postal Delivery Pay Parity Agreement 1995 (170) 34940/95 10/8/95 20/4/96 M4519 Victorian Transport Agreement 1995 (170) 39657/95 17/7/95 19/4/96 M9265 Victorian PDO/MO Salary Parity Agreement 1995 (170) 10752/95 14/12/95 19/4/96 M8509 M8538 Redundancy/Redeployment/Retraining Agreement 1995 (170) 11520/95 16/1/96 20/4/96 M9024 Toowoomba Mail Centre Agreement 1996 (170) 40582/96 29/10/96 28/4/98 N6181 Underwood Mail Centre Agreement 1996 (170) 40581/96 29/10/96 28/4/98 N6180 Tasmania Transport Agreement 1996 (170) 34719/96 11/9/96 10/9/97 N4886 SA/NT Transport Agreement 1997 (170) 50542/97 3/7/97 19/4/98 P4772 WA Transport Division Agreement 1997 (170) 60568/97 4/8/97 30/6/98 P4008 (Qld) Parity Postal Transport Officer Group Mail Processing Group Agreement 1997 (170) 40791/97 25/9/97 19/4/98 P5484 Transport NSW/ACT Parity Agreement 2001 (170) 2001/8090 20/12/01- 20/6/03 913149 Sprintpak Division Enterprise Agreement 1995 (170) 31962/1995 1/5/95 20/4/96 M1101 M1102
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