Employees at Broadcast Australia are employed to contribute to Broadcast Australia's mission: to be Australia's leading provider of a range of critical communications services.
Broadcast Australia respects its Employees and aims to provide an environment where Employees are able to realise the goals of Broadcast Australia.
It is the purpose of this Agreement to document the conditions under which the Employees are employed at Broadcast Australia and to ensure the Employees are treated fairly. It is an objective of this Agreement that work conditions at Broadcast Australia enable Employees to contribute to Broadcast Australia's business values.
a workplace that respects, values and supports diversity and is free from bullying and harassment.
2 Parties bound and period of operation and Implementation
The parties to this Agreement are:
(a) Broadcast Australia Pty Ltd; and
(b) the Employees.
This Agreement will be lodged with the Fair Work Commission for approval and agreement in accordance with the Fair Work Act 2009.
This agreement shall operate from the date of approval by the Fair Work Commission.
The nominal expiry date of this agreement is 30 June 2017.
3 Policies and Procedures
Employees are directed to read and comply with the obligations imposed upon the employee within Broadcast Australia's policies as they relate to the employee's employment. These policies are posted to Broadcast Australia's Intranet and may be varied from time to time. Employees will be advised at the time of variations and employees are directed to comply with such variations. Broadcast Australia policies and procedures do not form part of this Agreement, are not intended to be contractual in nature and do not create contractual obligations.
4 Agreement to be displayed
Broadcast Australia and the CEPU will ensure that copies of this Agreement are readily available to Employees.
5 Definitions
Agreement means the Broadcast Australia Broadcast Technician Enterprise Agreement 2013 - 2017
Anniversary Date means the anniversary of an Employee's appointment to his or her current salary band.
Apprentice means an Employee who has been engaged under the conditions of the Australian Apprentice Scheme or a similar structured training arrangement.
Attendance Support is where a BA Technician is required, outside of Core Hours, to return to the workplace or report to a worksite to respond to a fault.
BA Technician means an Employee classified as BTA1-BTA4, BT1, BT2, BT3, BT4 Team Leader or BT4 Technical Specialist in Schedule A of this Agreement.
Broadcast Australia means
Broadcast Australia Pty Ltd in respect of any employee of Broadcast Australia Pty Ltd within the classifications outlined in Schedule A of this Agreement.
Broadcast Australia Pty Ltd means Broadcast Australia Pty Ltd (ACN 086 048 562).
CEPU means the Communications Electrical Electronic Energy Information Postal Plumbing and Allied Services Union of Australia.
Core Hours means 7am to 7pm Monday to Friday.
Employee means an employee who is employed directly by Broadcast Australia in a classification set out in Schedule A of this Agreement.
FW Act means the Fair Work Act 2009 (Cth) as amended from time to time.
FWC means Fair Work Commission.
Immediate Family includes:
(a) spouse (including former spouse, defacto spouse, former defacto spouse, same sex partner)
(b) child (includes adopted child, step-child, ex-nuptial child or adult child)
(c) parent, grand-parent, grand-child, sibling, or in-law
(d) foster or guardian relationship
and shall take into account cultural differences.
Long Service Leave Act means the long service leave legislation in the jurisdiction where the Employee is employed.
Minimum Payment Period means:
(a) in the case of Remote Support - one hour; and
(b) in the case of Attendance Support - five hours.
Monthly Pay means an Employee's monthly pay as calculated in clause 16.
National Employment Standards means Divisions 3 to 12 of Part 2-2 of the FW Act.
Office means:
(a) the district office as set out in the Employee's letter of offer; or
(b) the Employee's normal place of work.
On-Call Roster is the roster established by Broadcast Australia for the purposes of clause 29.
Ordinary Hours of work means the actual working hours within the offer of employment that has been agreed between Broadcast Australia and the Employee to be the Employee's normal and regular hours of work.
OTE means ordinary time earnings as defined by the Australian Taxation Office's Superannuation Guarantee Ruling SGR 2009/2 as varied or replaced from time to time.
Parties means the parties referred to in clause 2 of the Agreement.
RA Technician means an Employee classified as RBT2 or RBT3 in Schedule A of this Agreement.
Reconciliation has the meaning given to it in clause 27.9.
Regular Monthly Hours for a calendar month means the number of Working Days in that month multiplied by nine.
Remote Support is where a BA Technician responds to a fault call, outside of Core Hours, from the Network Operation Centre by means of remote access or by telephone direction or advice and is not required to return to a work place/site.
Saturday Shift means any shift during the 24 hour period commencing midnight Friday to midnight Saturday.
Scheduled Maintenance means planned maintenance work performed by a BA Technician.
Seven Day Shiftworker means an Employee regularly rostered to work on Sundays and public holidays.
Standard superannuation contributions refers to the statutory superannuation guarantee contribution
Sunday Shift means any shift during the 24 hour period commencing midnight Saturday to midnight Sunday.
Superannuation Incentive Scheme has the meaning given to it in clause 19
Support means:
(a) Remote Support; or
(b) Attendance Support.
TOIL means time off in lieu of payment in accordance with clause 30
Tower Climbing Activities means climbing on transmission towers in order to work on Broadcast Australia equipment.
Wellbeing Allowance means an allowance of up to $300 per calendar year allocated to each Employee to contribute to gym visits and gym membership.
WHS means work health and safety
Working Days means the number of days in a calendar month less Saturdays, Sundays and public holidays.
PART B: Principles of employment
6 Recruitment
Broadcast Australia is committed to following a recruitment process based on merit that supports internal mobility wherever appropriate. All candidates need to undertake a pre-employment medical prior to commencing employment. The result of the medical assessment will be reviewed by Human Resources and all offers of employment are subject to passing this medical assessment.
Full details can be found in the Recruitment Policy and Procedures (as amended from time to time).
7 Contract of employment
Employment can be full time, part time or fixed term contract and can be:
(a) full-time or part-time ongoing, but subject to termination in accordance with the terms of this Agreement; or
(b) full-time or part-time fixed term in accordance with a specified end date.
Broadcast Australia is under no obligation to extend or renew a fixed term contract. However; Broadcast Australia may choose to extend a fixed term Employee for another term (as long as the total period is less than three years).
Broadcast Australia may choose to convert a fixed term Employee at the end of their contract to an ongoing Employee where the fixed term position was initially of 12 months or longer duration.
Employees will generally be employed as ongoing employees, subject to the satisfactory completion of the period of probation.
8 Probation
For appointments of 12 months or longer duration, every Employee shall, upon commencement of employment, be appointed on probation for a period of six months. For appointments of less than 12 months, Broadcast Australia will determine an appropriate probationary period, and notify the Employee in writing prior to the commencement of employment.
Apprentices will be appointed on probation for a period of three months; this period can be extended by a further three months if the Apprentice does not meet the required standards for the position.
The purpose of the probationary period is to ascertain whether the conduct and work performance of the Employee meets the required standards for the position. Following appropriate discussion and documentation, at the conclusion of the probationary period the relevant manager will confirm or terminate the appointment in writing with one week's notice or pay in lieu of notice.
9 Skills Development and Career Progression
Broadcast Australia encourages Employees to undertake personal development to enhance skills and personal effectiveness, in line with personal development plans and Broadcast Australia's strategic and operational needs.
Broadcast Australia may, in its discretion, provide an Employee with appropriate training:
to skill an Employee for career progression.
For an Apprentice to progress through the four year apprentice (BTA) structure all TAFE competencies and on the job training competencies must be met. The Apprentice will be assessed by a qualified technician. At the end of the four year apprenticeship, progression assessments from Year Four Apprentice (BTA4) to the BT2 Level will be conducted.
Promotion to the BT2 level at the end of the four year apprenticeship will be subject to the successful completion of probation, the ability to manage on call, pre-requisite training, supervisor reports, a skills assessment and a suitable BT2 position existing.
Progression Assessments from BT2 to BT3 will be conducted twice a year. Progression Assessments from RBT2 to RBT3 will be conducted twice per year. These processes include a skills assessment, interview and technical ability test and will form part of the Employee Performance Management System (EPMS) process.
Progression to a 'Team Leader' BT4 position will be subject to a vacancy for the Team Leader Management Stream and this will be identified by Broadcast Australia. BT2 and BT3 technicians will be invited to express their interest in the position at this time and an assessment of the skill levels will be conducted to appoint the most meritorious person to the vacancy.
Progression to "Technical Specialist" BT4 is open to BT3 technicians and is subject to Regional Manager recommendation. An external skills assessment, interview and proof of technical ability test will take place. This will form part of the End of Financial Year Employee Performance Management System (EPMS) process.
10 Training
Employees may be required to attend specific training, as directed by their District Supervisor or Regional Manager. Travel to training, or training attended outside of Core Hours, must be approved by the District Supervisor.
Where a BA Technician travels to training, or attends training hours will be banked in accordance with clauses 27.6, 27.7 or 27.8. Where a RA Technician travels to training, or attends training hours will be paid in accordance with Clause 35.
11 Consultation about major work place change
Consultation about Major work place change
If Broadcast Australia has made a definite decision to introduce a major change to organisation, structure, or technology and the change is likely to have a significant effect on employees, Broadcast Australia must notify the employees who may be affected by the major change (relevant employees) of the decision to introduce the major change. The relevant employees may appoint a representative for the purposes of the consultation.
A major change is likely to have a significant effect on employees if it results in:
(a) the termination of the employment of employees; or
(b) major change to the composition, operation or size of the employer's workforce or to the skills required of employees; or
(c) the elimination or diminution of job opportunities (including opportunities for promotion or tenure); or
(d) the alteration of hours of work; or
(e) the need to retrain employees; or
(f) the need to relocate employees to another workplace; or
(g) the restructuring of jobs.
As soon as practicable after making its decision, Broadcast Australia must discuss with the relevant employees and their representative: