Attachment A - Classifications
ADMINISTRATIVE/PROFESSIONAL CLASSIFICATIONS ADMINISTRATIVE OFFICER Administrative OfficerLevel 1Level 2Level 3Level 4Level 5Level 6 ENGINEEREngineerClass 2Class 3 OPERATIONAL CLASSIFICATIONS CUSTOMER CONTACT CENTRECustomer Service Trainee - Level 1Customer Service Consultant - Level 2Customer Care Consultant - Level 3Business Relationship Consultant - Level 4Business Revenue ConsultantTeam Leader Customer Service - Level 5Team Leader Business Sales - Level 6Specialist Manager - Level 7 ELECTRONIC MAILElectronic Mail OperatorElectronic Mail Co-ordinator MAIL PROCESSINGTrainee Mail OfficerMail OfficerSenior Mail OfficerGrade 1Grade 2 MAIL PROCESSING CO-ORDINATORTrainee Mail Processing Co-ordinatorMail Processing Co-ordinatorGrade 1Grade 2Grade 3Grade 4 MAIL ROOM SOLUTIONSMail Room OfficerMail Room Supervisor PARCELSTrainee Parcel Post OfficerParcel Post OfficerSenior Parcel Post OfficerGrade 1Grade 2Parcel Post Co-ordinatorGrade 2Grade 3 POSTAL DELIVERYTrainee Postal Delivery OfficerPostal Delivery OfficerSenior Postal Delivery OfficerGrade 1Grade 2Grade 3Postal Delivery Co-ordinatorGrade 1Grade 2Grade 3 POSTAL MANAGERPostal ManagerGrade 1Grade 2Grade 3 POSTAL SERVICESTrainee Postal Services OfficerPostal Services OfficerSenior Postal Services OfficerGrade 1Grade 2 POSTAL WORKERPostal WorkerGrade 1Grade 2Grade 3 SPRINTPAKSprintpak OperatorLevel 1Level 2Level 3 STORESStores OfficerSenior Stores OfficerStores SupervisorSenior Stores SupervisorsGrade 1Grade 2Grade 3 SUPPORT SERVICESSupport Services OfficerGrade 1Grade 2Grade 3Grade 4 TRANSPORTPostal Transport OfficerSenior Postal Transport OfficerPostal Transport Co-ordinatorGrade 1Grade 2Grade 3Grade 4Grade 5Garage Attendant Technical Classifications POSTAL TECHNICAL OFFICER Postal Technical OfficerLevel 1Level 2Level 3Level 4Level 5Level 6Level 7Level 8Level 9 APPRENTICE/ASSISTANTApprentice - AdultDrafting Assistant Grade 1Graphic Design Assistant Grade 1 TECHNICAL SERVICESSenior Technical Services OfficerGrade 1Grade 2Grade 3Principal Technical Services OfficerGrade 1Grade 2
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 the Agreement:
Allowance AuthorityDirty Cleaning Work Clause 14.1Divide Allowance Clause 14.2First Aid Allowance Clause 14.4Higher Duties Allowance Clause 14.7In-Charge Allowance - Retail Employees Clause 14.7.5Industry Allowance Clause 14.8Postal Delivery Officer Functional Allowance Clause 14.11Qualifications Allowance (AO1) Clause 14.13Special Rates - Technical Employees Clause 14.15Team Skill Loading:
- Mail Officer
- Technical Structure Clause 14.17Tonnage Allowance Clause 14.20Sprintpak Drive & Operate Forklift Clause 5.1 of Attachment I
- Sprintpak Division AgreementSprintpak Machine Adjustment Clause 5.2 of Attachment I
- Sprintpak Division Agreement
Attachment C- Consultation Framework Guide64
CONSULTATIVE FORUMS
- State Operations Manager
- HR Manager
- Branch Secretaries - P & T, T & S
- Branch Asst. Secretaries
- Full Time Officials as required/nominated
Principles - Discuss/consider business directions (eg. new products)
- Communicate and discuss National change initiatives (eg. new technology)
- Manager Operations Support or equivalent Communicate and discuss State changes (eg. Network changes)
- Communicate business performance
- Address State level CEPU concerns
Meeting Level State JCC
Membership
FREQUENCY
It is suggested that all forums are convened monthly.
MINUTES
Minutes are to be distributed for clarification to both parties within 5 working days. Finalised/Agreed Minutes are to be forwarded within 7 working days.
Minutes ought to be displayed within facilities and be the subject of "Tool-Box" briefings, or similar.
Attachment D - Interstate Linehaul Agreement
1. a) Title: Australia Post Interstate Linehaul Agreement
2. STANDARD TRIP TIMES
2.1 Linehaul trip times for current interstate linehaul runs are set out in Table 1 below:
Table 1
Trip times comprise driving times only and exclude administration, hand over and vehicle check duties for which an employee will be paid an additional 30 minutes each shift.
2.3 The trip times set out in Table 1 will be monitored by Australia Post and be subject to review in accordance with the process in clause 4 of this Agreement for reviewing standard trip times.
2.4 In the event that a review under clause 4 indicates that a trip time set out in Table 1 requires adjustment, or in the event that Australia Post introduces a new interstate linehaul route, the parties will consult on the new standard trip time.
3. REMUNERATION SYSTEM
3.1 Standard trip payments for interstate linehaul operations will be determined by applying:
Attachment E - Extension of Penalty Rates Eligibility Agreements
1. a) Titles:
b) Application:
c) Provisions:
2. PAYMENT
Notwithstanding clause 19.1.2 of the Agreement, employees to whom this clause applies who are required to work ordinary hours where the entire shift occurs between 6:00pm and 8:00am for a minimum period of one day will become immediately eligible for the 30 percent penalty rate.
Attachment F - Mail and Network Queensland Agreements
1. a) Titles:
b) Application:
c) Provisions:
2. PAYMENT
Notwithstanding clauses 19.1.2 and 19.1.3 of the Agreement, employees to whom this clause applies who are required to work ordinary hours on a shift which falls wholly between 6:00pm and 8:00am for a minimum period of one day will become immediately eligible for the 30 percent penalty rate.
- removed (page deliberately left blank)
Attachment H - Administrative Officer Level 6, Salary and Employment Conditions Agreement
1. a) Title:
b) Application:
c) Provisions:
2. SALARY ADJUSTMENT
Administrative Officers Level 6 - Non Shift Workers
2.1 Administrative Officers Level 6 who nominally occupy a position that does not require regular shift work shall have their base salary increased to the following rates:
2.2 Administrative Officers Level 6 who nominally occupy a position that requires regular shift work shall have their base salary increased to the following rates:
Staff Transferring From Non-Shift To Shift Positions
2.3 Where an Administrative Officer Level 6, who is subject to the salary adjustment prescribed under clause 2.1, transfers temporarily to a position requiring the regular performance of shiftwork, eligibility for any additional entitlement to Annual Leave Loading shall be determined by agreement between the parties.
2.4 Where an Administrative Officer Level 6, who is subject to the salary adjustment prescribed under clause 2.1, transfers permanently to a position requiring the regular performance of shiftwork, their base salary shall be reduced to the same salary step prescribed at clause 2.2 on a point to point basis and they shall become subject to clause 18.9 of this Agreement.
Staff Transferring From Shift To Non-Shift Positions
2.5 Where an Administrative Officer Level 6, who is subject to the salary adjustment prescribed under clause 2.2, transfers temporarily to a position that does not require the regular performance of shiftwork, eligibility for Annual Leave Loading shall be determined in accordance with clause 18.9 of the Agreement.
2.6 Where an Administrative Officer Level 6, who is subject to the salary adjustment prescribed under clause 2.2, transfers permanently to a position that does not require the regular performance of shiftwork, their base salary shall be adjusted to the same salary step prescribed at clause 2.1 on a point to point basis and they shall cease to be entitled to Annual Leave Loading in accordance with clause 20.8 of the Agreement.
3. PERFORMANCE PAY
Administrative Officers Level 6 shall be eligible for performance pay in a manner determined by the parties.
4. EMPLOYMENT CONDITIONS
4.1 Administrative Officer Level 6
In recognition of the salary adjustment referred to in clause 2.1 and the eligibility for performance pay referred to in clause 3, the following employment conditions will no longer apply to Administrative Officer Level 6:
4.2 Administrative Officers Level 6 - Non Shift Workers
In addition to the non-application of all of the foregoing employment conditions, Administrative Officers Level 6 who occupy positions that do not require regular shift work will also cease to be covered by clause 20.8 of the Agreement titled Annual Leave Loading.
5. SALARY SACRIFICE
Employees covered by this Agreement may elect to take an amount of up to 25% of base salary in the form of other benefits approved by Australia Post and on such terms and conditions as determined by Australia Post.
6. DISPUTE SETTLEMENT - PERFORMANCE PAY (CLAUSE 3) AND SALARY SACRIFICE (CLAUSE 5)
In the event of any dispute arising from a decision made by Australia Post in relation to Performance Pay or Salary Sacrifice the matter shall be raised in the first instance, by the individual or their Staff Organisation (where requested by the individual employee) with the Group Manager, Human Resources (for Headquarters staff) or the relevant Divisional Human Resources Manager (for State based staff). If a disputed matter cannot be resolved at this level it may be referred to the Managing Director for resolution.
Attachment I - Sprintpak Division Agreement
a) Title:
b) Application:
c) Provisions:
2. TERMS AND CONDITIONS OF SERVICE
Subject to any separate conditions prescribed in this appendix, employees will be covered by the general terms and conditions of service specified in this Agreement.
3. HOURS OF DUTY
3.1 The ordinary hours of duty shall be 36.75 per week or an average of 36.75 per week over a cycle of shifts.
3.2 The daily hours of ordinary duty shall not exceed 7 hours 21 minutes except where work is performed with a reduced number of attendances.
3.3 By agreement between Australia Post and the employee, rostered days off may be accumulated up to a maximum of 5 days and shall be entitled to be taken in a manner agreed between the employer and employee.
3.4 Subject to 3.3, and by agreement between Australia Post and the employee, rostered days off may be paid out at ordinary rates.
4. MEAL BREAK
An employee shall not be employed for more than 5 hours continuously without being granted a meal break of not less than 30 minutes nor more than 75 minutes, provided that by mutual agreement between the majority of employees at a facility and Australia Post, a longer period for the meal break may be arranged.
5. ALLOWANCES
5.1 An employee classified in Level 1 who is required to drive and operate a fork lift truck for a day or part of a day shall be paid the relevant allowance as set down in the Australia Post Human Resources Manual Rates of Pay Booklet.
5.2 An employee classified in Level 1 who is required to adjust machinery on any day shall be paid the relevant allowance as set down in the Australia Post Human Resources Manual Rates of Pay Booklet.
5.3 Eligibility for these allowances will be subject to agreement between the parties.
Attachment J - Home Based Work Agreement
1. Title:
2. Application:
3. Provisions:
HOME BASED WORK ARRANGEMENT
3.1 Where consistent with customer/client service and operational requirements, an employee may request to work from home for a period of time on a regular or temporary basis with the agreement of their manager.
3.2 Australia Post will consider such requests on a case by case basis and approval shall be subject to customer/client service and operational needs being met after consideration of the effect of the proposal on individual workloads and the work area as a whole.
3.3 A Home Based Work (HBW) arrangement may be:
3.4 In addition to 3.3 managers can vary or discontinue a HBW arrangement at any time if it is considered that:
3.5 A Letter of Agreement must be signed by the manager and the employee before HBW arrangement is put in place.
Attachment K - Australia Post Redundancy/Redeployment/Retraining Agreement
1. INTRODUCTION
1.1 This agreement has been negotiated between Australia Post and the CEPU and CPSU acting as a single bargaining unit on behalf of award-based members of all Australia Post unions, and will apply to all such persons from 10 February 1993.
2. OBJECTIVES
2.1 In negotiating this agreement, the parties have sought to achieve:
2.2 The arrangements described in this agreement provide for voluntary retrenchment in all circumstances other than where an employee refuses redeployment, retraining, relocation or transfer to another position, or where, after a comprehensive three month examination, an alternative placement is not able to be found.
3. DEFINITION OF REDUNDANCY
3.1 Redundancies may arise in a number of circumstances, including where:
4. ENTITLEMENT TO VOLUNTARY RETRENCHMENT
4.1 While this agreement provides avenues by which employees may be selected for voluntary retrenchment or elect to be retrenched voluntarily, it is noted that there is no automatic right to voluntary retrenchment.
4.2 Australia Post specifically reserves the right to reject applications for voluntary retrenchment having regard to its overall staffing requirements and the need to retain necessary, key skills and expertise, for the ongoing viability of the organisation.
5. PROCEDURES FOR DEALING WITH SURPLUS STAFF SITUATIONS
5.1 The procedures for dealing with surplus staff situations depend on whether the surplus positions can be clearly identified.
5.2 Section 6 deals with those situations where specific identification of the position is possible (which includes circumstances where all positions, at a particular level, at a single location, are surplus).
5.3 Section 7 outlines the arrangements to be followed when a number of positions at a level are surplus and the individual positions cannot be identified clearly.
6. CLEARLY IDENTIFIED SURPLUS POSITIONS
6.1 Australia Post will simultaneously advise the National Office and the relevant State Branch of the appropriate union and the occupant of the position that the position/s is excess to requirements. This advice will be provided through Form A (attached). One copy of Form B shall also be provided in relation to each surplus position, but only if agreed by the employee who occupies the position.
6.2 All relevant information is to be provided to the union and will include classification, location, and subject to agreement by the employee concerned, details of the employee. Where consequential changes in staffing structures are proposed, the number and classification of employees in that part of Australia Post, the number and classification of employees expected to be required for the performance of any continuing function in the part of Australia Post affected are also to be provided and subject to agreement by each employee concerned, details of the employees likely to be affected.
6.3 If required, discussions with the relevant union will conclude within two weeks of the provision of advice in Forms A and B but, with Australia Post's agreement, may be extended on a case by case basis.
6.4 The discussions with the relevant union shall include the background to the surplus staffing situation, the measures, if any, which could reduce the incidence of employees becoming surplus to requirements, and any planned recruitment.
6.5 Once the consultative phase is completed and there is confirmation that the position is surplus, or where the union has confirmed that there is no need for discussion, Australia Post may proceed immediately to advise the employee that he/she may elect to be retrenched voluntarily following a one week cooling off period from the date of advice. If the employee so elects, retrenchment will be effected at the conclusion of the formal notice period (four weeks after the end of the cooling off period), or at an earlier date by mutual agreement.
6.6 Where redeployment and/or retraining is the employee's preference, Australia Post will take all available steps to secure such an outcome. The measures to find a suitable position will include full discussions with the individual on all available options across the whole Australia Post organisation.
The union will be involved in those discussions except where the individual indicates that this is not necessary - such involvement should not delay the process. Where there is a vacancy which would permit the redeployment and/or retraining of an employee surplus to requirements, and more than one employee makes application for the vacancy; the redeployee (or most efficient redeployee) will be selected, unless he/she is assessed as not competent for the job.
Where an employee, other than an employee identified for redeployment, is prepared to accept management initiated retrenchment, Australia Post shall retrench that employee to allow redeployment of an employee identified for redeployment or retraining. This will occur within the restrictions outlined in paragraph 4.2 above. In addition to established redeployment mechanisms, which will be activated automatically, the employee will be afforded opportunities to investigate personally employment options inside Australia Post and, where approved by management, outside Australia Post. If requested, personal development training will be made available to the individual to assist in this process.
6.7 After a one month investigation of all available options, or sooner if agreed, Australia Post may initiate redeployment of an employee to another position/location, the function of which the employee is reasonably capable of undertaking, after receipt of necessary training and experience.
6.8 Redeployment involving a change in domicile is to be avoided wherever possible. Such offers of redeployment are not to be made with the objective of having an employee refuse an alternative placement.
Where however the only available change in position involves relocation, and the new work location is of such a distance from the employee's residence as to necessitate a change of domicile, standard relocation arrangements will apply. Employees who do not wish to be relocated can elect to take a retrenchment package.
7. SURPLUS POSITIONS WHICH CANNOT BE CLEARLY IDENTIFIED
7.1 Australia Post will advise the State Branch of the appropriate union that a number of positions are surplus to requirements. This advice will be provided through Form A (attached) and a general advice of surplus positions will be provided to employees in the class or classes of positions at the location/s concerned.
7.2 All relevant information is to be provided to the union and will include classification, location and subject to agreement by the employee concerned details of the employee and, where consequential changes in staffing structures are proposed, the number and classification of employees in that part of Australia Post, the number and classification of employees expected to be required for the performance of any continuing function in the part of Australia Post affected, and subject to agreement by each employee concerned details of the employees likely to be affected.
7.3 Discussion with the appropriate union shall conclude within three weeks of advice on Form A, but, with Australia Post's agreement, may be extended depending on the numbers of positions and complexity of the issues to be addressed.
7.4 The discussion with the relevant union shall include the background to the excess staffing situation, the measures, if any, which could reduce the incidence of employees becoming excess to requirements and any planned recruitment.
7.5 Where the outcome of consultation with the union is confirmation that the positions are surplus, Australia Post may invite all affected employees at that level (or levels) to volunteer for retrenchment.
7.6 Within the specifically reserved right of Australia Post to refuse any application for voluntary retrenchment, the ranking of volunteers will give priority to staff with the longest period of service. Ranking, however, should also have regard to age, job skills, the practicality of redeployment, relocation, retraining and personal circumstances on an individual basis.
7.7 Once a ranking has been established in accordance with section 7.6, the employee(s) will be advised formally that they may elect to be retrenched voluntarily following a one week cooling off period from the date of the advice. Retrenchment will be effected at the conclusion of the formal notice period (four weeks after the end of the one week cooling off period), or earlier by mutual agreement.
7.8 If the number of volunteers is less than the number of excess staff the redeployment and/or retraining measures outlined in section 6.6 apply.
8. INVOLUNTARY RETRENCHMENT
8.1 Where an employee refuses a management initiated redeployment decision made in accordance with this agreement, the employee may be retrenched involuntarily after a period of two weeks from the advice of the management initiated transfer.
8.2 Where it has not been possible to identify suitable redeployment after a three month investigation and no prospect of such redeployment is identifiable, the employee may be retrenched involuntarily after a period of two weeks following advice to the employee and concurrent advice to the relevant union. Payment of four weeks wages will be made in lieu of notice plus the other retrenchment payments provided for in this agreement.
8.3 A retrenchment under Clause 8.2 can be effected only where the General Manager, or the Group Manager, Human Resources in respect of Headquarters staff, certifies that:-
8.4 (a) While all action to identify suitable redeployment opportunities and to place surplus employees may be activated at the commencement of this agreement, there shall be no involuntary retrenchment under Clauses 8.2 and 8.3 before 10 February 1994.
8.5 Where, but for Australia Post's refusal to accept an application for voluntary retrenchment for another employee engaged in the same work, at the same level and in the same location, a surplus employee could have been placed, that employee will not be retrenched involuntarily.
8.6 Without in any way limiting any rights under the Australian Industrial Relations Act, an employee affected by a decision that he/she be involuntarily retrenched will be informed that he/she has a right to have the decision reviewed by a Board of Reference established under the Industrial Relations Act, subject to such application being made within a two week period from the date of notification of the decision.
8.7 The Board of Reference shall seek to resolve any such applications for review having regard to whether the action was harsh, unreasonable, unjust or unfair.
8.8 Where an employee seeks review of a decision that he/she be involuntarily retrenched, the Board of Reference will expeditiously hear the matter and recommend confirmation, or if it finds that the management certifications have been inappropriately made, revocation of the decision.
8.9 An involuntary retrenchment will be stayed pending the outcome of the Board's considerations.
9. SALARY MAINTENANCE
9.1 The salary of an employee who is identified as surplus to requirements and who does not elect to accept voluntary retrenchment shall be maintained at the level prescribed for the nominal classification of that employee for at least two years from the date of formal notice that the employee is surplus to requirements. An individual review will take place of any excess staff who have been receiving salary maintenance for two years. No redeployee however, will have his/her salary maintenance ceased unless he/she has refused a reasonable opportunity for placement at their nominal level.
9.2 For the purposes of 9.1, salary maintenance will include normal incremental advancement through the former salary range and future wage adjustments awarded to the classification of the position the employee was occupying immediately before the position was declared surplus to requirements.
9.3 Maintenance of higher duties for surplus employees will be paid in accordance with the following:
10. CONSEQUENTIAL CHANGES/STAFFING AGREEMENT
10.1 Notwithstanding the finalisation of redeployment or retrenchment under this agreement, the normal consultative/participative processes in respect of any consequential changes in staffing structures and the performance of any continuing functions in that part of Australia Post affected by the retrenchment(s) shall apply.
10.2 Nothing in this agreement shall be taken to infer that the unions have given up any rights in respect of consultation/negotiation concerning staffing and staffing structures. Accordingly, it is agreed between the parties that they will adhere to all existing staffing agreements.
11. BENEFITS
11.1 This new benefit framework has been developed on the basis that:
11.2 The proposed benefit framework is:-
11.3 For the purpose of calculating any payment under Sub-clause 11.2:-
12. ANNUAL LEAVE AND LONG SERVICE LEAVE
12.1 Recreation leave, leave bonus and long service leave entitlements will be paid in accordance with the prescribed entitlements.
12.2 While normally employees are not entitled to pro-rata long service leave until they have accrued ten years' continuous service, employees retrenched under this agreement shall on termination receive payment for an amount equivalent to pro-rata long service after one year's continuous service.
13. USE OF SICK LEAVE
13.1 The formal notice period provided under the arrangements will be extended by any periods of certificated sick leave taken during such period.
14. AGREEMENT NOT TO PREVENT OTHER ACTION
14.1 Nothing in this agreement may be used to circumvent existing Australia Post staff mobility agreements or to prevent the reduction in classification of an employee or the retirement of an employee as a result of action under discipline, invalidity, inefficiency or loss of essential qualification provisions.
15. SUPERANNUATION
15.1 All standard superannuation entitlements will apply to employees retrenched under these arrangements.
16. RIGHT OF RETURN TO APS
16.1 The acceptance of voluntary retrenchment automatically severs any entitlement to return to the Australian Public Service a former Commonwealth employee may have. Any surplus employee with such rights contemplating a return to the APS should seek information from the Public Service Commission either direct or through his/her staff clerk without delay, as time limits apply.
17. CONTINUOUS SERVICE
17.1 For the purposes of this Agreement, "continuous service" includes service with other Commonwealth Employing Authorities, or service with the Defence Forces which is recognised for long service leave purposes by Australia Post provided that:
18. CESSATION OF OTHER PROVISIONS
18.1 At the date of introduction of this Agreement, entitlements to other retrenchment benefits will cease and the parties will take action to have the existing redundancy Awards covering Australia Post repealed.
19. DISPUTE SETTLEMENT
19.1 During the period of the Agreement any disputes or problems over the application or interpretation of the Agreement shall be resolved in accordance with the Joint Statement of Understanding.
19.2 Where the consultative processes contained in the Joint Statement of Understanding fails to settle a dispute on matters arising from implementation of this Agreement, the parties agree to refer the matter to the Australian Industrial Relations Commission (AIRC) and will abide by any recommendation made by the AIRC in settlement of the dispute.
20. PERIOD OF OPERATION
20.1 The period of operation of the Agreement shall be from the date of certification by the Australian Industrial Relations Commission to 20 April 1996.
21. PARTIES TO THE AGREEMENT
Communications, Electrical, Electronic, Energy, Information, Postal, Plumbing and Allied Services Union of Australia (CEPU)
Community and Public Sector Union (CPSU)
Association of Professional Engineers, Scientists and Managers of Australia (APESMA)
Australian Workers' Union (AWU)
Australian Manufacturing Workers' Union (AMWU)
Media, Entertainment and Arts Alliance (MEAA)80
Attachment K - Australia Post Redundancy/Redeployment/Retraining Agreement
FORM A
Situations of Potential Redundancy: General Notification
FORM B
Situations of Potential Redundancy: Individual Position Surplus to Requirements
OUTCOME OF DISCUSSIONS WITH UNION JOINT STATEMENT OF UNDERSTANDING
Australia Post and the ACTU agree that the future viability of the enterprise is critically dependent on it enjoying a reputation for reliability and efficiency in providing service to customers.
To enhance its reputation and protect its viability, Australia Post and the ACTU have commitment to identifying any areas where interpersonal relations and industrial relations and their effect on staff morale are unsatisfactory and implementing appropriate remedial action.
The parties agree that pre-emptive industrial action must be avoided in favour of a mechanism which allows local unresolved problems to be raised to higher levels for resolution.
Similarly, the parties agree that management should not implement contentious decisions without adequate consultation and where necessary relevant issues should be referred to higher levels for consultation.
Agreements negotiated at the national level are not to be re-negotiated at the State or local level.
To achieve these goals, the parties agree to the following principles and processes of participative management:
1. Effective local consultative arrangements are to be put in place and middle managers, supervisors and staff are to be assisted and encouraged to participate more in the problem-solving and decision-making at their own workplace.
2. Effective, 2-way communication with staff is to take place and first line/middle managers are to be assisted and encouraged to play a greater role.
3. Adequate training is to be given to those management, supervisors and staff involved in participative groups to enable them to talk meaningfully to each other and to identify, analyse and resolve problems.
4. The reasons for changes affecting the workplace are to be clearly explained to and discussed with all staff prior to implementation.
5. Contentious decisions or implementation difficulties arising out of National agreements are to be referred to higher levels before implementation so that consultation can take place at those levels.
6. The roles and functions of various management levels and union representatives need to be clearly documented and respected.
The parties agree that priority needs to be given to putting the above principles into effect and national and State groups will be established to lead and monitor resultant action.
Attachmnet L - Workready Process
b) Application:This agreement applies to employees classified as Postal Transport Officer whilst engaged on interstate linehaul operations.
c) Provisions:The provisions included in the Agreement are:
TRIP TIME (Hours and Minutes)Sydney-Tarcutta - Sydney 10:00Melbourne-Tarcutta-Melbourne 10:10Melbourne-Nhill-Melbourne 9:00Adelaide-Nhill-Adelaide 8:30Melbourne-Dubbo 10:05*Dubbo-Melbourne 10:05*Brisbane-Dubbo 10:00Dubbo-Brisbane 10:00Sydney-Hay 8:25Hay-Sydney 8:25Adelaide-Hay 8:10Hay-Adelaide 8:10Brisbane-Glen Innes -Brisbane 9:05Sydney-Glen Innes (and return trip) 8:45Brisbane-Coffs Harbour-Brisbane 9:45
*Time includes diversion to Parkes
(a) the appropriate salary point of the Postal Transport Officer (Parity) classification applicable to the employee as adjusted for Agreement increases;
(b) the tonnage allowance applicable to the vehicle being driven as adjusted for Agreement increases;
(c) shift penalty and overtime payments where applicable in accordance with clauses 15 and 17 of this Agreement; and
(d) the trip times set out in Table 1 above.
1. Extension of Penalty Rates Eligibility Agreement 1993 (Brisbane City Delivery Centre);
2. Extension of Penalty Rates Eligibility Agreement 1993 (Transport Branch (Adelaide);
3. Australia Post Northgate Transport Depot Queensland Agreement 1994;
4. Australia Post Northgate Mail Centre Agreement 1995;
5. Australia Post Underwood Mail Centre Agreement 1996;
6. Australia Post Gold Coast Mail Centre Agreement 1995.
These agreements apply respectively to the following employees:
1. Employees at the Brisbane City Delivery Centre;
2. Employees at the Transport Branch in South Australia (excluding Linehaul staff);
3. Postal Transport Officer (Drivers) and Postal Transport Co-ordinators Grades 1 and 2 in the Northgate Transport Depot;
4. All employees, except the Technical Services Group, employed at the Northgate Mail Centre (including employees at the Brisbane Airport Transit Centre);
5. All permanent full-time employees, except Technical employees, employed at the Underwood Mail Centre;
6. All permanent full-time employees employed at the Gold Coast Mail Centre.
The provisions included in the Agreement are:
1. Australia Post Mail Network Queensland (Northgate, Underwood and Gold Coast Mail Centres Part-time Employees) Agreement 1996;
2. Australia Post Toowoomba Mail Centre Agreement 1996.
Australia Post Administrative Officers Level 6 Salary and Employment Conditions Agreement
This agreement applies to employees who nominally occupy an Administrative Officer Level 6 position.
The provisions included in the Agreement are:
Australia Post Administrative Officers Level 6 Salary and Employment Conditions Agreement
This agreement applies to employees who nominally occupy an Administrative Officer Level 6 position.
The provisions included in the Agreement are:
Salary(as at 2 November 2006) Adjusted SalaryAdministrative $69,520 $73,703Officer Level 6 $71,937 $77,114
Current Salary(as at 2 November 2006) Adjusted SalaryAdministrative $69,520 $74,781Officer Level 6 $71,937 $76,196
(a) - clause 14.22 : Travelling Allowance
- clause 14.7 : Higher Duties Allowance
(b) - clause 16.2.3 : Flexible Hours
(c) Eligibility for the corporate bonus contained in the Australia Post Enterprise Agreement 1996-1998 and any subsequent Enterprise Agreements.
(d) Access to clause 5 (Grievances) of the Australia Post Principal Determination in respect of performance assessment associated with the application of the Performance Management Agreement (or any subsequent such process), Performance Pay (clause 3), or Salary Sacrifice (clause 5).
Sprintpak Division Enterprise Agreement 1995
This agreement applies to all employees in the Sprintpak Division employed in classifications specified in Attachment A.
The provisions included in the Agreement are:
Australian Postal Corporation Home Based Work Agreement 1995
This agreement applies to employees employed in classifications appearing in Attachment A:
The provisions included in the Agreement are:
(i) varied or discontinued by agreement at either the manager's or employee's request, provided that neither party will unreasonably withhold agreement to vary or discontinue the arrangement; or
(ii) terminated by the manager after the period of notice agreed upon with the employee in the Letter of Agreement, or where no period of notice has been agreed upon, 4 weeks' notice.
(i) the arrangement is having an adverse impact on the operational requirements of the employee's work area; or
(ii) the arrangement is considered to be inefficient and/or ineffective; or
(iii) the employee is failing to comply with any agreed requirements.
(i) a process through which job security can be maintained for as many Australia Post employees as possible and any necessary retrenchments will be voluntary, as far as is practicable;
(ii) the provision of fair compensation for employees whose employment with Australia Post ceases through retrenchment;
(iii) a proper process for the consideration of alternative employment opportunities for excess employees whose genuine desire is for alternative employment within Australia Post; and
(iv) involuntary retrenchment from Australia Post only for those excess employees for whom reasonable alternative employment is not available.
(i) the number of staff exceeds that required for the efficient and economical operation of the enterprise or parts of the enterprise; and
(ii) staff cannot be used effectively because of technological or other changes in work methods, or changes in the nature, location, extent or organisation of the functions of Australia Post.
3.2 Accordingly, a potential redundancy situation will be deemed to exist where the operational requirements of Australia Post for employees to carry out work of a particular kind have ceased, or significantly diminished, and Australia Post has determined that the function being undertaken by an employee, will no longer be undertaken within Australia Post, or at that location by Australia Post.
(i) a minimum 3 month investigation of suitable redeployment opportunities has proceeded across all designation categories of the Corporation;
(ii) such investigation has failed to identify suitable opportunity, including through the voluntary retrenchment of another employee; and
(iii) Australia Post has concluded that the employee is not capable of being redeployed or retrained to any other position in the Corporation.
(b) This moratorium on involuntary retrenchment does not apply to temporary part-time staff unless they have previously been given no retrenchment assurances.
(i) where, at date of redeployment, the redeployee is employed on short term higher duties (i.e. up to 6 months) the higher duties payment is to continue as income maintenance for the previously authorised higher duties period; or
(ii) where, at the date of redeployment, the redeployee is employed on long term higher duties the higher duties payment is to continue as income maintenance for 6 months. Except that where an employee has accrued a minimum of 12 months higher duties service in the previous 14 months, higher duties payment is to continue as income maintenance for 12 months.
(i) a comprehensive process for handling situations of redundancy in Australia Post in the future is essential to achieving the proper restructuring of the postal industry and to union acceptance of that restructuring; and
(ii) Australia Post unions and the ACTU give a firm commitment not to seek flow-on of the arrangements elsewhere.78
(i) four weeks' pay for each completed year of continuous service up to five years plus a pro-rata payment for each completed month of continuous service since the last completed year of continuous service;
(ii) three weeks' pay for each completed year of continuous service thereafter, plus a pro-rata payment for each completed month of continuous service since the last completed year of continuous service;
(iii) for employees over fifty years of age, four weeks' pay for each year of service beyond fifty years of age including pro-rata adjustment for each completed month of continuous service since the last completed year of continuous service;
(iv) the minimum sum payable under these arrangements including any payment in lieu of notice (four weeks), is eight weeks' salary and the maximum including any payment in lieu of notice (four weeks), is eighty-four weeks' salary; and
(v) the sum payable to an employee under these arrangements shall not exceed the salary that would be payable were the employee to continue in employment until the maximum retiring age.
(i) where an employee has been acting in a higher position for a continuous period of at least twelve months immediately preceding the date on which the employee receives notice of retrenchment the salary level shall be the employee's salary in such higher position at that date;
(ii) where an employee during fifty percent or more of pay periods in the twelve months immediately preceding the date on which the employee receives notice of retrenchment, has been paid an allowance for shift work, the weekly average amount (calculated over a year) of shift allowance received during the twelve month period shall be counted as part of "weekly salary".
(iii) other allowances, being allowances in the nature of salary, may be included with the approval of Australia Post.
(i) there has been no break in the successive periods of service: and
(ii) service with a former employer was not terminated because of retrenchment; retirement on the grounds of invalidity, inefficiency or loss of essential qualification, forfeiture of office, dismissal on disciplinary grounds; termination of probationary appointment because of unsatisfactory service; or voluntary retirement at or above the minimum retiring age applicable to the employee. Receipt of retirement superannuation benefits is a conclusive indication of age retirement.
1. DATE OF ADVICE:
2. AREA/S AFFECTED:
3. PROPOSED COMPLETION DATE:
4. POSITIONS IDENTIFIED AS EXCESS: (Existing organisation chart/s to be attached)
4.1 LOCATION/S:
4.2 NUMBER OF POSITIONS:
4.3 CLASSIFICATIONS:
4.4 EXPLANATION OF REASON/CAUSE AND WORKLOAD IMPACT: (This explanation should address future workload)
5. CONSEQUENTIAL STAFFING STRUCTURE - STAFF REQUIRED FOR CONTINUING FUNCTIONS IN AREA AFFECTED: (Proposed organisation chart/s to be attached)
5.1 NUMBER OF POSITIONS:
5.2 CLASSIFICATIONS:
1. DATE OF ADVICE:
2. DESIGNATION:
3. POSITION NUMBER:
4. REASONS WHY:
5. OCCUPANT:
5.1 NAME:
5.2 SEX:
5.3 AGE:
5.4 YEARS OF SERVICE:
5.5 WORK TELEPHONE NUMBER:
5.6 HIGHER DUTIES: (Past 14 months)
5.7 REDEPLOYMENT PROSPECTS:
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