A3784 Cas V Doc S0372

AUSTRALIAN INDUSTRIAL RELATIONS COMMISSION

Workplace Relations Act 1996 s. 170LJ certification of agreement

ACI Glass Packaging - Melbourue aud anotber (CNo.38077 of 1999)

ACI GLASS PACKAGING MELBOURNE - GLASS WORKERS CERTIFIED AGREEMENT 1999 .-

Various employees i glass industry I .;

COMMISSIONER CruBB MELBOURNE, 25 OCTOBER 1999 • I : .... ~~y

Certification of Division 2 agreement.

CERTIFICATION OF AGREEMENT

In accordance with s.170LT of the Workplace Relations Act 1996, the Commission hereby certifies the attached written agreement between the ACI Glass Packaging - Melbourne and the Australian Workers Union in this matter.

This agreement shall come into force from 25 October 1999 and shall remain in force until I July 2091.

~ - I',

BY THE COMMISSION:

J-( ',,- I • I

/ ' -.,....

, . /' COMMISSIONER -

Pnn ted by authority ot 1l1e Commonwealth v ovemment i:'nmer <Price code L>

1

./

1. TITLE

This Agreemenl shall be known as the ACI Glass Packaging Melbourne -Glass Workers Certified Agreement 1999

2. ARRANGEMENT

The Agreement is arranged as follows-

Subject Matter

Title

Arrangement

Application

Parties Bound

Date and Period of Operation

Relationship to Parent Award

Objectives

Wages

Consultation

No Extra Claims

Dispute Resolutior. Procedure

Not To be Used As A Precedent

Re Negotiation Of Agreement

Long Service Leave

Paid Trade Union Training Leave

Right Of Entry

Shop Stewards

Extended Sick Leave

Superannuation· Accumulation Funds

Superannuation - Salary Sacrifice

Facilities

.A.nz::?,r 0::11'

Annual Leave

Personal Leave

Easter Saturday

'-" ~ ... I ; ... , ,,..,, ,,... I....., .... ~ ,.., "-. ........... ,..,~ "-'''''' ,,, , . "-" ........ " " r" ",. -. " .. . . .

gwebapreamble J.·,p / jb Page 1 of20

Clause No.

1

2

3

5

6

7

8

9

10

11

12

1" • .J

14

15

16 A

168

18 A

18 B

19

20

21

22

23

? d

2

Continued

Subject Matter Clause No.

Personal Standards and Uniforms - Customer Industry Standards 25

Annual Leave Allocation 26

f\; ew Y2K Compliant HR/Payroil System 27

Redundancy 28

Nation81 Industry Meetings 29

Employment Security 30

Union Dues 31

First Aiders 32

Overtime 33

Work Cover Make Up Pay 34

Appendix A

Attachment A

gwebaprearnbl,; ~np I Jb Page 2 of:O

3

3. APPLICATION

This ft.greement shall apply at the establishment of ACI Glass Packaging Melbourne. Booker Street, Spotswood Victoria. to all employees 'Nho are bound by The Glass Industry - Glass Production Awar·j 1998, insofar as those provisions relate to the parties referred to in Clause 4 PARTIES BOUND of th is ,.0.·Greement.

4. PARTIES BOUND

The parties to tr,is Agreem ent are :

(a) ACI Glass Packaging Melbourne

(b) All employees whether members of the organisations of employees listed in sub-clause (c) hereof or no, engaged in any of the occupations, industries or callings specifiea in the The Glass Industry -Glass Production Award 1998.

(c) The organisation that represent the employees defined in 0: ) namely:

(i) The Australian Workers Union (Glass & Co" tainer Industry Branch)

5. DATE AND PERIOD OF OPERATiON

(a) This Agreement shall operate from the beginning of the first pay period to commence on or after 1 st JUly 1999 and shall continue in force until 1 st July 20(1

(b) Furthermore, the parties wiil reconvene 4 months prior to 1 st July 2001 to discuss the extens ion of this agreement by one (1) year if agre '?rr ent can be reached on wages outcorre for that year, othervvise the agreement will expire as per p:Jint (a) above.

6. RELATIONSHIP TO PARENT AWARD

This agreement shall be read wholly in conjunction with The Glass Industry -Glass Production Award 1998. The terms of the Award and enterprise agreements 1, 2 & 3 shall be incorporated into the terms of this agreenent.

Where there is any inconsistency between this agreement, the Award and EBA 1, 2 & 3, tr.ls agreement shall take precedence to the extent of In:;onsister (>".

The parties are committed to The Glass Industry - Glass Production Award 1998 con tinuing to cover the bas ic standard of emQlovrnent in the Industry.

gwebaprcamb!'.! !wp f jb

4

The Compar,y agrees to maintain eXlst l;;g award and over-award :onc.l lons except as provided otherwise by a Cenified Agreement.

(a) The panies wiil identify, cocument anc table all loca l agreements :;ver the next six (6 j months from the dale of cert ification of the site agreement.

(b) iNhere the 'oca l agreement c:J .. ;~ I ,C :" w'Ifl tre Ce1;;'9d .ugre~msr, tre ;atcer wi ll pre ..... atl

c ' The panies will review local agreement~ and reach an agreemem on amending, deler;ng or the cor.tinuation of such agreement during the life of the C enified Agreem en t.

(d ) The parties wi!1 cooperate joirtly and ha'ie access to each cthers fi les for the purpose of id;;;ntifying local agreements.

An employee commencing his or her employment with the employer after the date on which this agreement comes in to opera: lo;1 shall be em;Jloyed in accordance with the terms of this agreement

The employer and AWU agree that no employee , including apprer kes and trainees, shai l be employed other than under the terms of this agreement. To avoid doubt, this means that no employee shall be ofte-ed an Australian Workplace Agreement.

Any new faci'itative arrangeMent. I;sted in Clause 2.2 of the Aware and in troduced as a res'.:I' of the Award simpli;ic;2ticn C2 se. snail not be used dUi!ilQ the life of thi.3 6.gre2iGSP( except by 2grcemsnt c-atv,<sen the Comoany '3nd AWU.

7, OBJECTIVES

la) The Agreed Specific Mea 51 "es To Achieve Gains in Produc~ ivi ty ,

Efficienc{ and Flexibility, as describe': in Appendix A.

(b) The objectives of ihis Agreement ar9 to develop a Company that is comparable to international best practice standard of the Glass Container Industry.

(c) The oeriormance improvement to be based on efficiency, flexibility, ~lJ al; ty ~nrl dpli\l~(y of .::;~rvice

(d) The development of a flexible and skilled workforce in order to sListain more secure and meaningfut jobs.

gwcbaprea:nbll! Iwp' ,b Page <I of ~

5

8.

(e) The formation and 'Tla lntenance of a Joint Consultative Comm,::ee that encourages all employees and management to implement produciiv lty and work practices, change initial lvEs affect ing the Company.

(f) Improvement of all productivity issues such as cost, quality, technology, work organisation and training through continuous learning.

(g ) The conti .'1uing implemen tation of a training and skilling prografT1 fe r all levels. which enables employees to function and co ntri i: !_ t~ as individuals ard memoers of their respecLve work groups.

(h~ Develop a cu lture which is cOrToatible with an atti tude of contim:ous improvement through the enterprise.

WA GES

(a) Wages wi ll be amended as follows:-Colum r 1 Column 2

Classification % Ra te % Rate

Relativity , Rela:ivily , G7 , ,

Adjuslmenl 1889.50 P·,djt,;strnent 1925.00 , , , Relativity R t' la ti'l: ty

G6 Adjustment : 865.20 AdjL;stment : 899.80

G5 Relativity Relativity Adjustment : 840.90 .,\djustmenl : 874.50

G4 4 .0 : 805.60 4 .0 : 840.90

Relativity , Re!ari'.'lty , G3 Adjustment , 726.30 P..diu s! m~ 111 , 755.40 , ,

1

G2 , , 4 .0 ,629.20 40 ,654.40 , ,

G1 4.0 : '302.40 4 0 : 626 .50

Any Glass Worker classificatio,s; ~roupings not covered by Broad Banding will, consistent with the 2bo'/e. receive percentage wage increases as follows:-

4% effective the first full pay period to commence on or afte: 1 J'.11:l 19S9

4% effective the fi rs t full pay period to commence 0'1 or after 1 July 2000

gW!?bapfeamt: l\! !wp I Jb ?cge 5 .J J 20

. , . 6

(b\ The wage increases In sue-clause (a) hereof shall be payable 25

ioil-:ws.-

The amount shown in Column 1 shall be payable from the beginning of the firs t full pay period to commence on or after 1 July 1999.

I; The amount srow'1 ;'1 the Colum" 2 shal l ce payab,e IrofT' rhe CEgrr.il!"9 of the firs: full pay p6r:ori to corr,meGce C' :~ J( 2fter July 2:'00

Note: The perceni2ge wage increases described in (a\ and (b) above will 21so be apolied to ail purpose allowances.

9. CON SULTAllON

(i) Introduction 0: Change - (Significant)

(a) Employer's Duty to Notify

1) Where an employer has mace a definite decisi:Jn to introduce major changes in production , program , organisation . structure or technology that are likely to have significant effects on employees, the employer shall notify the employees who may be affected by the proposed changes and the AWU.

2) "Significant effects" include termina tion of employment. ma;or changes in t~e composition, opera t:on or size of the employer's work:orce or in the skills required: the elimination or diminution of job opportunities, prom ot ion opportunites or job tenure, the alteration of hours of work: the need for re tra ining or transfer of employees to other work OJ IOC2tions and restructuring of jobs. Provideo that where the award makes provisior. for altera::on of any of the matters referred to herein an altera tion shall be deemed not to have signifiC2ni effect

(b) Employer's Duty to Discuss

1) The employer shall discuss with the employees affected and the Federal Office of the A\NU , in ter alia, the introduciion of the changes referred to in sub-clause (a) above hereof, the enects the changes are likely to have on employees, measures to avert or mitigate the adverse eTTeClS or sucn cr lanyes UI I t:1 1l f!iuYte~ ell lei "i Idii !Jive

Pa g~ 6 of 20

7

prompt considera tion to matters ra ised by :he employees andlor the AINU in relat'or Ie the changes.

2) The discuss;C'ns shall commence as early as pra:t cab:e after a definite decision has been made by the employer to mcke the changes referred to in sub-clause (a) above "1€r€of.

:: ) F'or :I~C purpose of such discussion, the employer shafJ proy,de in W' Iting to ,he employees concerned and the ~'ederal Office of the AWU, ail relevanl information about the chang es including the nature of the changes iJror osed: ,tne expected effects of the changes on employees and any other matters likely to affect employees provided that any emploI'er shall not be required to d'sclose confidential inforr: ,eil.)n t'le disolcsUf0 of which would be inimical to the employer's interests.

(ii) Consultation -(General ;

(a) The parties are committed to the process O~ genuine consultation in the workplace.

(b) During the consultation process either party has the right to invoKe the agreed dispute se[tlement procedure.

(iii) Consultative Committees - refer to ATTACHMENT E.

10. NO EXTRA CLAIMS

It is a term of this Agreenent that the AWU and a!1 employees bound by this Agreame:'!t wi!1 not pursue any extra claims, award or over award 'J r the life of th is Agreement The No Extra Claims Commitment will expire on 30 June 2001.

i-i . DISPUTE RESOLUTION PROCEDURE Principles

H:e parties to this Agreemen' shall observe the Avoidance of Indus:r' ''.' Disputes procedure as set Ollt below

Matters of concern arising from the application of this i\greement shall fo :O -ll

the steps and princlp '., S outlined in this Agreement. Falling reS(I. ,'I .'11 , ,; the mailer through these aver l les, the parties shall follow the ' /I,vo irjanc2 of Industrial Disputes" procedure agreed as outline below

The objectives of the procedure shall be to promote the resolut ion of disputes

9w(!bap[~~mb!e Jw ~ ' 10

8

the level of inljt.;strial c:Jnfrontat :on. and to a'/oid Interruption to the performance of wor.<. and the consequential loss of production ane wages.

1. Depending on the Issues Involved and the AWU membership of 110" employees cOflcemed. 8 procedure involving up to fm.:r stages or discussion shall apply.

These ar-="-

•

•

diSCUSSion bet\v ·2:~? r> :he emplo/ee/s concerneo ~nd 5~ ~i1e if

request the 2.0proO '-,2:S P,WU shop steward/deleg2.,es and the immeolate supervisorl s.

discussior s Jrvolving [he employee/s . the shop steward/s and more se"icr rranagement

discL;ssions Irvolving representatives from the State Branch of l/oe A\NU and Plant Human Resources! Plant Maneger and! or Employer organisat ionl Company Hea:j Office; discussions inVOlving senior AINU c.Fic:ais en j senior managemen t (State S"cretary or N2::onal Off'cer) and the employer organisation (National Officer/Company Head Office)

there shall be 2n ooportunity for any perty to r2ise the issue to a higher stage.

There S~'2: ' be a commitment by the p"riles to achieve adherence to :his proceour" This should be facilitated by the earl ies, possiole advice by one :J2rty to the other of any issue 01 problem which may give riSe to a grie'J2n.:e or di spute Notification of an employee griev2nce shall c·:3 made It! tne first instanc~ in writing . Such w.-~ t3n

notific.,,!'o'" shall be datea c-f,",fi, dssube the grievance and copies of such noi lc", shall be given 10 th'" relevant shop steward and superv.s e" The superv isor shal l ensure tha' further copies ere forwarded to the a;:Jpropriate department manager for information.

3. Throughout all stages of the procedure all reievent fa::ts shaH be deal/' identified ana recorded.

4. Sensible time lim its shalt be allowed for the completion or the verious si2.ges of the discussions. at lees, seven days should be allowed for all stages of the discussions to be fi r alisea .

'i F mphasis shai ' n"'? placed on a negotiated setilemen! HoweVer. if the negotiation "rocess is exhausted INithou! the dispute being resolved, the parties S f"l f 10i[1l\' or individual ly rerer the m a::~ r [0 :h" Aust ra li2n Industria: Reia!ior,3 Commission for as s:s:a1ce in resolvi~g the dispute.

6. In order to allow for the peecefu l resolution of grievances the parties sllall be committed to avolo stoppages OJ work, loCkou,s or any oiner

Page 3 of::O

9

bans. limitations or alteratlcns ,r- ~he cond itions on tne performance of work whi!e the procedures of negotiation and concilia tion are being followed

7. The employer shall en su re that all practices applied during the operation of the procedure are ir accordance with safe wCI~~ing

practices and consistent wi'h established custom and oractice 2, the workplace

r

II.

I" .

IV.

v.

If conciliation by the Australien IncJstrial Relators Commiss ;on fa ils te resolve the dispute the comrr iss ion is empowered. under Sections 111AA and 170LW as appropriate, to arbitrate over the metter provided tf-:a t the arbitration is lim ited to the interpretation, applicat ion, or Drocess of implementation of a term or terms of this agreement.

Pend'ng the resolu tion of any matter in accordance with l;,e above procedure, work shall continue without disruption. The circumstances that exist immediately prior to the dispute arising shall apply until final resolution of the matter.

No party shall be prejudiced as to the final settlement by the continuation of work in accordance witn tnis clause.

Step 1 of this procedure does not preclude the opt icr of employees requesting U'1ion ",presentation.

This dispute resolution procedure does not apply to Occupational Health & Safety matters. It is expected tha: !;,e Occupat:onal Healtn & Safe ty Representatives will follow the relevan: procedures in the resolution of any health a'ld safety matters.

12. NOT TO BE USED AS A PRECEDENT

This Agreement shall.not be used in any manner whatsoever to obtain simi:ar arrangements or benefits in any other plant or enterprise

13. RE NEGOTIATiON OF t>.GREEMENT

The parties shall continuously monitor the application of this Agreement to effect ihe implementat ion of this Agreement and further structural efficiency and enterprise bargaining. Negotiations for a new enterprise Agreement will com mence four months prior to the expiry dale of th is Agreement. Neither

gwe oapr eJ inb!e t-,°'P ! Jb Page';} of 20

10

party shall take incustrial act ion during this period in relation to the negotiation of this agreement.

14. LONG SERVICE LEAVE

1. 1 3 weeks after 10 years service to apply on a prospective basis from July 1. 1996

The primary princip le is that you mus t have sufficient service acer-Jed to achieve the 13 weeks. (It is prospecrive not retrospective). According ly.

(a) You are eligible to take this leave once you have accrued a full 13 week entitlement.

Ie. A combination of: Old accrua l rate + new accrual rate must equal 13 weeks.

(b) Subsequent 13 week entitlements flow after the completion of an additional 10 years' service.

(c) An employee can request Long Service Leave earlier than 10 years after his or her first entitlement. Sueh requests will be reasonably considered by the Company.

2. 7 Years' pro Rata Entitlement Upon Ten-;'!i;;2 'icn

Eligible for payment on termination once you have 7 years' con tinuous service.

Such pro ra ta entitlement will be paid at the old accrual rate for years up to July 1, 1996 and at the new accrual ra te for 7 years after July 1, 1996 to the terminat ion date .

3. Relevant rostered sh ift penalties for shift workers will apply on a prospective basis to Long Service Leave accnuements operative on or from 1 f7!20CO

15. PAID TRADE UNION TRAINING LEAVE

10 Days paid leave per year per Delegate cumulative to 40 days. The Company shall pay a shop steward's normal weekly wage whilst the employee is anendlng a trade unlCJl1 spol lsuled tI dinil l\,) cuurSc.

Provided that:

I. payments to anyone shop steward shall not exceed the equivalent of +~ n ~2~1~' f~ !! ::'2~' :~C: ! !-!:!~~"2 nnn r-ri,t~n:l.rl rl~y, (8 hn' we:: \ in ~ n~' ~/o~r

gwebapreamb!e :.v p J ,b P~ge TO o1 :!O

11

unless taking paid shop st2ward's education leave In accordance wi th paragraph (iv) hereof,

II. each request to the Company for permission to attend a training course and receive full pay for the consequent absence must be endorsed by a Staff officer of the A WU;

iii . eacr, request takes into ccnsideration norr:1?1 staffing recu lrements in the employee's work area'

IV, the maximum leave periods allowabie to the shop stewards of the AWU may be pooled and may be utilised to allow an individual shop steward to attend courses up to a maximum of four weeks per annum , providing a State office of the particular shop steward's union makes such a request in writing to the Company:

v. the combining of individual un ion puols will in no way be permitted :

VI. the pool of hours as pertaining to the AWU shall be established by fixing the number of shop stewards of the AWU as at the time of making this Agreement and multiplying this number by ten;

'Iii . the total paid educat ion leave uti lis ed by the AWU shall not exceed the equivalent of ten days' full pay per shop steward as established under paragraph (vi ) hereof;

viii. for the purpose of this clause "year" means a full calendar year.

16 (A) RIGHT OF ENTRY

A duly accredited AWU representative shall have the right to enter the Company premises to conduct legitimate union business provided that he/she complies at all times wi th the Company's Visitors policy as summarised below:

•

•

•

Visitors must report to Reception (or Security outside office hours) and register their name and details in the Visitors Book. Each visitor will be issued a numbered Visitors Pass, which must be worn at all times.

Visitors must be accompanied at all times by an ACI Glass Packaging employee. It is the respons ibility of the person accompanying the visitor to ensure that the visitor complies with ACI Glass Packaging safety (including safety glasses) and other policies at all timeS .

Visitors are to return the Visitors Pass and sign out in the Vis itors Book befo:9 !ee'.'ing ~h e si!~

16 (8) SHOP STEWARDS

An employee appointed shop steward in the shop or department in which employed shall upon not ifi cation thereof to the employer, be recognised as the accredited representative of the AWU and shall be allowed the necessary

g ..... eb <l preamble Ivvp J Ib Page 1 I of20

12

time during working hours to interview U'Ie employer or representative on matters affecting employees whom the Shop Steward represents

17. EXTENDED SICK LEAVE

Extended sick leave will be offered to employees who suffer long term iilness or injury outside work in order to provide employees financia l stability and a!ieviate any hardshio which may be caused as a result of suei'; illness cr injury.

Payment will be based on standard hours of work.

Relevant rostered shift penalties for shift workers will apply only uoon a return to work in accordance with their return to work program.

The period of cover will be fair and reasonable depending upon the nature of the illness or injury and subject to the following conditions:

(i) A waiting period of 27 days. or use of all accnued sick leave. whatever is the greater, from the time of absence will apply be fore accessing this pol icy.

(iiJ Employees can, where available, utilise their accrued sick leave during the waiting period. However, all accrued sick leave must be utilised before accessing the policy.

(iii) Employees will fu lly co-operate with a return to work prograr71 approved by the treating doctor.

(iv) Employees will consent to being exam ined, if requ ired, by the Company Doctor.

(v) Employees who do not accept a return to work program will not receive any payment under this policy.

(v i) Any dispute over the application of this policy will be referred to a dispute arbiter agreed to by the part ies on a site by site basis.

18 A. SUPERANNUATION - ACCUMULATION FUNDS

The Company agrees to lim it the number of designated funds avai lable for new employees for superannuation guarantee payments or any other superannuation contribution made by AC I Glass Packaging on the follow ing basis:

• A Company nominated Accumulat ion Fund will be one designated fund.

gweb aprearr.ote Iwp l ib Pa ge 12 of 20

13

•

•

•

•

•

•

•

One Industry Fund as nominated in writing by the AWU. The nominated fund can be vaned by or.'? 'Tlonth's notice in writing from the AWU.

'Nhere an employee falls to nominate a fund . payment will automatically be made to the Company fund followi r'9 r,otification to the employee.

Unless tr ~ contrary inter. iron 2ppears. an expressior, used In this clause has the same meaning as Ii has In the Superannuation Guar"nt'?e (Administration) Act 1992.

"Ordinary time earnings" is as defined in clause 6(te) of the Metal Industry Superannuation Award as at 1 January 1998. with the addition of workers compen sa tion payments and make up payments made In respect of time off work.

"Eligible employee":s an employee whose ordinary time earnings are more than $250.00 in a month .

The employer shall contribute to the supera'lnuation at the % of ordinary time earnings specified in the Superanuation Guarantee Charge Act 1992 and related legislation. Th is level of contribution shall be made in respect of all eligible employees. The contributions are currently a minimum 7% from Julv 1, 1998, rising to 8% from July 1, 2000 and 9% from July 1, 2002.

The contributions shail be made into (specify fund or fU'1ds) STA or Company fund.

The contributions sh all be made monthly

The contributions continue until the eligible empioyee/s employment is terminated or until it is no IO'1ger lawful to make contributions.

The provis ions of the Metal Indc:stry Superannuation .A.ward clausas 8. 9 and 11 (or i~sert company specific 3'Na,d where this app lies) as at 1 January 1998 shall be incorporated and apply as term s of this agreem 2r t.

18 B. Superannuation - Salary Sacrifice

(0) ;~G;7', J: ....... _:.::-/ 2000. e(ilp~::J'ces :T;8j' etes: ..... ,r-;;2.!<e ~:;e ';

supera'lnuation contribu tions from thei r "before tax" wage rate. This arrangement is known as "Superannuation Salary Sacrifice".

(b) The following provisions will apply where an employee elects to Suoerannuation Salarv Sacrifice.

gwebapreambie I\~P I )D Page 1301 20

14

(i) Despite any other provisions of this agreement. ,he employees week ly rate of pay shall be redCJe ed by the amount which an employee elects by notice in 'Nriting to ACI to sacnfice in order to enable ACI to make a superannuatio'l contribution for the benefit of the empioyee

(ii ) F,y an employees election to be valid the employee must comple 'e th" S'~perannuation Salary Sacrifics E!ectr::n 'orm provided by AD

(iii) The reduced rate of pay and the superannuation contf':;utions pro'l'ded for in this sub clause shail apply to periods of annual leave long service leave and other periods of paid leave.

(iv\ All other payments, in:iuding cvertime te rmina tion ana redundancy payments, calculated by reference to ir,e ve-salary sacrifice rate of pay.

(v) Unless otherwise agreed by ACI, an employee may only revoke or vary their election once in each twelve months during the month of July. Not less than one months written 'lotice shall be given by an employee of revocation or variation of the employees election.

(vi) If, at any time while an employee's election is in force , there are changes in taxation or superannuation laws, practice or 'uiings, that materially alter the benefit to the employee or cast to the emr;loyer of acting in accorcanc2 with the election, either the employee or ACI may upon one months notice in writing to the other, term inate the e!ec[ion

(viii AC ' shall not use any sLJperannuatior contribu:ion r,lade in accordance with the employees elect'on to meet its m ~n:m~m

employer obligation under the Superar.nu8tion Guarantee Administration Act or any legislation which supersedes or replaces it. (Company contributions will be baseJ on pre-salary sacrifice ra te).

(c) (a) and (b) above is subject to the ro llowing restrictions

( .) I; Subject 10 the capacity of funds to accept "Salary Sacrifics '

(ii) Company/Fund ensuring adequate explenatc,"! papers are df Cl \;'/I ~1 Li~ aild ui5\,ib u~2d t.: ITICilID;:;i3 .

(iii)

9'Ncbapreamble Iwp I Jb

It is acknowledged that on the amount salary sacri fi ced by the employee, the superannuation conlributio'l tax cn that amount will be born directly or indirf;ctly bl' the employee/member

Page \ <1 of 20

15

19. FACILITIES

The employer shall continue to provide facili ties to ihe satisfaction of the parties to this agreement including the provision of lockers. drinking and boiling water, appropriate protective clothing. heating and cooling . ventilation. dining and rest room faciiities . Any disagreements about the adequacy of facilit ies shall be dealt with througn the consultative process of this agreement and the disputes settlement procedure.

20. ANZAC DAY

\Nhere Anzac Day falls on a weekend. the public holid2Y will be substituted to the following Monday

21 . ANNUAL LEAVE

By mutual agreement, the existing annual leave entitlement may include the taking of up to a maximum of five (5) single days.

22. PERSONAL LEAVE

The following simplified application is agreed

The existing Personal Leave pool (sick, carers 2nd bereavement leave) will be split into two separate groupings i.e. Bereavement leave sha!! st2nd alone.

(i) Personal leave (Sick leave and Carers leave)

(a) Sick leave

- to te accessed in line with the .A.ward

- entitlement is (5) days in the first year, (8) days in subsequent years

(b) Carers leave

gwebClprcamtlle lwp l Ib

- to De accessed In tine ',;'Ith me Awaro. Ie immeciiate famiiy '­household

- access to Carers leaVe will be Vie accrued sick le2ve to a maximum of (8 ) days p.a .

- tile following 'immediate fami ly' defini ti:m to apply

16

Spouse, parent. sib ling, child, grandparents , parents in law, sibling 'n law, grandchild

For the purpose of th is clause the word "spouse" shall include de facto spouse and the word parent shall include foster parent or step parent.

Oi} BereaverTient leave

(:;) Accessible on " per occasion basis. non cumulative. as follows

- Deaths within Australia 3 cays oer occasion

(b) Deaths outside Australia Attending funeral 3 days pee occasion

Not attending funeral 1 day per occasion

* Bereavement leave payment to include shift loading for shift workers.

- the following 'immeciate family' definition to apply. Spouse, parent, sibl ing . chi ld , grandparents, parents in law, sibling in law, grandchild For the purpose of th is clause the wora "spouse' shall include de Tacto spouse and :he word parent shall include fost er parent or step parent.

23. EASTER SATURDAY

To be observed on all sites as per the current practice ie, Easter Saturday to be observed as a Dublic holicay for shift workers

2~ CONTINUOUS IMPROVEMENT

Continuous improvement to be an Integral part of plant behaViour.

25. PERSONAL STANDARDS AND UNIFORMS - CUSTOMER INDUSTRY STANDARDS

Custome' expectatioi~ s on hygiene standards ar? increasingly yearly.

In order to meet these expectations consistent Customer Industry Standard requirements will be Impiem ented across all operations

...... . . . " I I ,

I I II ,:::. "'v l ll aUUI t:f ;::, ;:, I" ':-Ut;~ ::> U\..,! I CI;:,

gwebapreamb!e ~:iP f Jb Page 16 of 20

17

uniforms, all aspects including buttons, pockets and caps safety glasses hearing protectior. jewe!iery finger nails and false nails washing hands

This W 'I I ensure an organised and disciplined appmach ;s ;;resen ted to all cus tomers at all Plan:s.

Ail employees wiil be required 10 adopt charges in work practices, persona: dress ar d orotective clo th ing as determ ined by customer requ ',ements into the futu re. Either party w ili not adopt an unreasonable position.

The parties are comm itted to the process of genuine consultation in the workplace. As per Clause 32(2) in implementing th is clause

During the consultation process, either party r.as the right to invoke the agreed dispute settlement procedure.

26. ANNUAL LEAVE ALLOCAnON

A system of annual leave aliocation will be implemented that provides for the taking of annual leave in the year of accrual.

An employee may defer one week of an.lual le2v3 in any year for c maximunl of (5) years.

During machine outages/furnace rebuilds the Company will require, subject to the appropriate skilis mix rema ining, employees with the largest accruals to take leave.

To be implemented on a site by site basis through a process of genuine consulta tion as per Ctause 32(2) .

27, . NEW Y2K COMPLIANT HRlPAYROLl SYSTEM

A. new Year 2000 compliant HPJ Paymll system mu st be introduced before January 2000.

A.fter the bedding down phase, areas where specific improvem ent will be <:ol.lght if""lr:h ,rip '

(a) replace the highly adminis trative manual clock card type system with a more effective automatic data capture system

(b) provide an averag ing of wages ability ie. Avoiding high/low wages weeks

gwebaprearnble tNP: Jb Page 17 of 20

18

(c) become integrated '.'lith an effective site entry/ex it system fe r attendance and safety reqcirsments.

The parties are comm itted to the process of genu ine consultation :,1 the workplace as per Clause 32 (2). During the consulta tion process either Dartj has the right to invoke the agreed dispute settlement procedure .

28. REDUNDANCY

(i) Relev2n t rostered shift penalties for shift workers will apply to severance payments retrospective on or from 1.7.2000 to a ceiling of 10 ye2rs serllce (40 weeks) from that date. Thereafter. on or from 1 72001 full retrospective;y will apply.

:i;) The SEve rance agreement which lapses on 1 7.2000 will be amended as in 0; abc 'le and recert ified for a fu1her 3 years duration from that date.

(iii) The severance agreement will also be amended to include the following:

Redundancy Discussion before termination's

(a) Where the employer has made a definite decision that the employer no longer wishes the job the employee '1as been doing done by anyon e and this is not due tc the ordinar:1 and customary turnover of labour and that decision may lea,:; to term ination of employment, the employer shall hold discussions '.'11th the employees directly affected and with the Av\nJ

(b) The discussions shall take place as soon as is prac:iccbie after the employer has made a definite decision which wii! invoks the prov is:ons of paragraph (a) '3 OO 'le her80F ano sl1 a/! cove', ;,"iter

alia. any reasons for the proposed termination's, measures to ?'! oid or min;mise the term ination's and measures to :nitipte any adverse effects of any termination's on the employees concerned.

(c) For the purposes of the discussion the employer Sh 21L as 5:on 25 pr2c~ic2b !e , pro'l ide ir: vJriting tn the 8mrd()~/Pes concerj?o and the AWU, all relevant information about ih2 proposed termination's including the reasons for the prop8,ed termination'S, the number and categories of employees liKely to be affected, and the number of workers normaii; employed and the period over whicr. the te rm ination'S are likely to be carried out. Provided Ihal any employer shell no! be required to

gwebapre<lrn bl~ iwp l ib Page 1 a of 20

19

disclose confidential information the disclosure of which would :e inimical to the employer's interests.

29. NATIONAL INDUSTRY MEETINGS

Joint (Company/Union) National Meetings

The Company agrees to (3) delegates per site including. wr.ers applicable, economy class airfares Yl the following basIs:

\ a) rostered on - no loss of pay

(b; rostered off - single time 8 hours, no shift penalty

(cJ Penrith - 2 Glass representati ves 1 AMWU representa tive 1 CE P U representative 1 AWU Maintenance representative

(d) All meetings to occur in Sydney

(e) Maxim um Delegate representative of 17

Note Airfares/attendance is not cumulative. There will be no swaps.

(ii) Respect ive Unions to be reimbursed, on a lost time basis, for the last National De!egates Meeting (24/25 March) withou l prejudice

,

Union (National) meeting must be prior advised by each union. I ne Company at its discretion will determine on a case by case basis the non los s of payment issue.

30. EMPLOYMENT SECURITY

(i) The parties recognised that a stable committed and skilled workforce will assist in providing job security

The Company undertakes thai no employees will be made forcibly redundancy as a result of the implemental!Orl of workplace change items under this agreement.

In the event that redundancies are proposed by Ihe Company due to changes in market conditions brought about by loss of contract,

methods by clients or other unforeseen reasons, discussions will lake place between the parties in accordance with Clause 9 of this agreemenl

(ii) Point ii) ahove will aooly on an individual olant basis on Iv uoon satisfactory plant efficiencyffi s" ibil i1y content outcome

gwebapreamble .1wp lib Pa9c 190(2Q

20

.' 'f 31. UNION DUES

The Company will provide an automatic deduction facility for Union dues.

32. FIRST AlDERS

The oarVes ~/ill er,S:f9 there 2re enouoh I-a" ·ed firs t aiders to meet relevant , ~

legislative reouiremenrs (Minimum 2 per shift)

33. OVERTIME

All overtime to be p2id at double time. Except where overtime falls on a public hol iday where the public holiday penalty will apply.

34. WORK COVER MAKE UP PAY

The Company agrees to Work Cover Make Up Pay which allows for fLI! make up pay for 100% of ordinary earnings, including the relevant rostered shift penalties for shift workers, (excluding overtime and non all purpose allowances), for a period of 52 weeks in respect of anyone injury.

For and on behalf of : Glass and Container Industry Branch AWU P. Currie Secretary

Date:

For 2nd on behalf of : ACI Glass Packaging - Melbourne C. o-2Cluicgard Plant Manager

Date:

gwebOlpreamble.lwp I Jb Page 20 of20

21

APPENDIX A

1. RECORDING OF ATTENDANCE

All employees must clock on and off to record the ir attendance ::: t work. Any employee who fails to clock on or off or both and who does not have his card signed by his supervisor as evidence 0; his atiend:::ncs will not be paid for tnat day.

2. GLASSWORKER CLEANING DUTIES - PRODUCTION

In addition to curren t arrangements, the following theme, will app:y

i) Glassworkers will be responsible for basic housekeeping;

ii} Contra<::t cleaners will be respons ible for hygienically cleaning the production areas: and

ii} Contract cleaners on day work wi il assist Glassworkers with any large glass spillages, including collapsed pallets.

3. BATCH & FURNACE - MATERIALS ELEVATION

Glassmakers on shift in the Batch & Fumace operation will assist with the elevation of minor materials required for the fum ace operation. Employees who do not have a current Fork Lift licence wi!i be trained in the use of For~. Lift operation.

4. HOT END JOB CHANGE AGREEMENT

The part ies agreed to continue lVorking in accordance with the Hot End Job Change Agreement as set out in ATTACHMENT A.

5. COLD END JOB CHANGE AGREEMENT

The parties agreed to continue working in accordance with the Cold End Job Change Agreement as set out in ATTACHMENT B.

6. BROADi3Ai~GED CLASSIF i CATiOi~ ST"ljCTURE

The parties agree to continue working in accordance with the agreement as set out in A TTP,C HMENT C.

22

7. DISCIPUNARY PROCESS

The parties agree to the altached Discipl inary Procedure as sel out in AITACHM ENT 0

8. BATCH HOUSE OPERA TORS

The conversion cf Batch House employees into G2 Brcad':Jard ing wil ' ·Je ar1ended. 25 per the intent. to ensure there is no disadvantage.

9. PAYMENT OF WAGES

Employees must check pays lips for accuracy and raise any concerns 'h Hh Payroll; Supervisors as soon as possible.

Where Supervisors are advised of a payroll qU2ry outside hours, an E-mail must be sent to the Payroll Officer (cc Human Resources Officer) by the Supervisor ASAP. Details must include time and date of report and some information on the employee 's query. Alternatively, the employee may approach the Payro!l Officer when they return on shift.

PCly adjustments will be mace the next normal working day following receipt of advice of an error during normal business hours (Monday to Friday). If the 3djustment is in excess of 5500 then a cash cheque or cileque to be cleared immediate ly is raised. A copy of an adjustment sheet is given te the employee al th a time of collection.

INaiting time will only be paid where en employee ooes not rece ive at least 55% of their normal weekly ordinary wages including shift !oad:ng for shift workers. It is reperte1 during the relevant pay week in which the querj arises and no correction is made Within one normal working day of the query being made. This clause will only apply 10 errors that can be fixed withir one nOflllal working day. Payroll queries which require considerable research beyond the pay week in question will not be covered by th is clause

it IS recognised that all emploY9,"S wil l assist in minimis;ng problems occurring With pays by ensuring they clock on and off on a reguiar basis. If employees fail !o clock en or off, they should undertake to promptly advise their supervisor to initial or sign off their clock card. No waiting time will apply for employees seek:'19 paymsnt for d3ys wnen they have not clocked on correctly and have net promptly advised their s! IORrvisnr

All payroll processing ior the previous week ending needs to be picked up by the Paymaster no later than 10:00am Monday oi each week. This includes but is not limited to advice on sick days, penalties and overtime.

Ea.> .. ...... J

23

10. ALLOWANCES

The follow ing a!lowances continue to have currency in line with the Award

09lWll'i99

(i ) Meal Allowance

Ci" Motor Vehicle Allowance

(iii ) First Aid Allowance

(iv) Jack Bolt Tensioner

(v ) Furnace Rebuild Major Refurbishment Allowances

(vi) Supervisory Allowance (As per Attachme:lt C - Appendix D, Clause 2 (viii)

(vii) Training Allowance will continue, to apply during Broad Banding interim period only as per Appendix D of Attachment.

All other allowances rave been included in the ' broadbanded rates and no longer have application.

These incluce

Leading Hand Section Leader Charge Hand Metrologist Settler Down Service Increments Palletiser Allowance Metrology Allowance

Boiler Firing Raw Materia!s Skimming & Floater Setiing Fumace Repair Loading / unlcad ing Soda Ash Hot End Bonus Payments

The concept of mixed func;ions has no application under Broabanding

24

; ,

11 . RESERVED MATTER

The issue of the appropriate Cold End Shift Non Staff Foreman rate is a reserved matter.

For and on behalf of: Glass and Container Industry Branch AWU S. McLay Senior AVVU Delegate

Date:

F or and on behalf of: Glass and Container Industry Branch AWU B. Oliver Sub Branch Secretary

Date: ..... .. .......... ..... ...... ..... .. ..

For and on behalf of: Glass and Conta iner Industry Branch AWU P. Currie Branch S,"cre!ary

Date:

For and on behalf of: ACI Glas s Packaging' Melbourne C. Beauregard Plant Manager

Date

25

ATTACHMENT A

26

·-\ "I'D - Glass & Container [r:dus t,v Branch

Hot End Job Ch:ln~e

,A.S provided fo r L!1 bOlh the ?-vfc.C:.~e.na.-:c e (.A.:.'VP,Y-U He2ds o{ Agreeme::c) anci G!2.Ss-w-c rk~:s

Ct!:-~3~:: Ag:-e:!ments, 2. f2.cilii2:i Jn ~r.:·::e:::: b:.5 cc;::~ed ai-::.ed 2( sprovkg L.:~ :: cv'e~J

effi,:e!'!~:: of :;-.:! Fc-!"::'1 i :- g ?vfair.tena.'1c:! E..."!c He{ E;:<i iob Cb.2.!:g ~ z.re~ 't-: :=' ':; ~e~.f:J~ bz.se:i I.;:or.k

Tbjs ?WCeS3 h2.S resdted in .:. c. ! ::!i!~i .:.:::aiysis of~i! -":'-0 ;-:': processes l:! ~zch 1:!!~ condL:.:r~::: joindy by ~.[a:.-:2.ge8eni: , .A..tvn":,-u' &: .::.. "</1 ... : repres~~~2~ 'f~5 . r otlowi.ng ~e completion of ~.e

oroc:!ss 2 working O~V n2.S asrre!c [J L":.e foEo l,Yi~g :'v";:xk 2.:.'72 .. .-:g: ~menL; 2..:i.G corr..£:lit=f!:: ::.s :. _ 1 ..... J _ _

1.

2.

_ . _ : -... ; . . 1' :1 .,.., ..... " , ',-i ~-."'::" ~--i :lC' -~~:>,,- r': ' ; -rr . ~ ' ~"" _ _ "':> _' ~ -'­. ne P2..d! :J Cur....L"i':.1. co \~or.!l. _5 a ~ __ ._ . 1.,; t __ •.• • _: - . 1..: -- ..... _ .:I,) CO.: ~ : . • _OL: ;: 1.:,:--*" . ... __ ...... -

is5~es to fur:her impro ve Job Char.g:! pe:f.J2~".c;~ ((fuai j~' and ti:7.es),

27

Op90r....:..-.i~;::::s ::.: ~ :.1:~;!:- ; .3.: .. -: 1':- ::.C~~.~~( ::~ =:-:2C~ 2.'/2.::2C~~ t:: ,:;~:-:!~ :.:::i:.:j;.-:g :-:-:cc:-::"'-:::~ c.~: '':~S;C:-·5':'-:S : :-: .:: .:..-_-.~ . .: ::_::c ~ (""~'::::' ~ ':.J.:;'/~ -.--.a: :::::-:.:.::.:~. :-:-::c:~ : ::~

'~c) [[ is L~-= Corr.p2...-:;:s i::~;!:-:~icr. ~J ;!:-:s:...::~ 5i.H7:C:~::: 2.'izd2Q[:: ''::Ol:, '~;.~: : ::.'(:5: :'0:­at! ::~c.~SPe:-S0r!S ::: FC::.7!.tr!g 0-f.!i:;\::::2.:::~.

Tne For:ning ~/~::::::':-,2,;::(~ Dc;:~..:~~:E is corr£i::::~C: tv \voik as 2. ~e2...'. ~'J

iden:irl 2.": .. d 2.ciC:.:!S5 conLinuous ~-r!orovemenc issues co fu!-u"~r ;r.1:"'-'"'.Y"~ J • .. .... ~t • .:-'.v ....

Depa..r;::sent! '.Vo rk c.:e2. perfor:L.2.;.1.ce .

.::. , \VOrx,il1g 2.J.J:"2.;,"1ger:-:~:t:5 z.;-:d ~~iJg::~ss ;;.~~l ce io~211y revie',vcd oer:He;::n G:e ;~: es 02 c. mont..~y basis,

5. This 2.§7·ees-:;!::: 2.,?p1ies oniy ~0 0e _~...:.\,r-·.:, --; ... ,; 2c.-"': A. \i/"lj ;,~c Ch2..-"~~ Te2...:! 2:::.:i-;i:::-s i =~ 2.~::::: to ~he (.7 ·;:·=. ..... :: 'JE j00 c~~:.ge5 ~::: cc':~s::;-3io:~s.

I~ coJes no~ app~:~-:o A ~:;i -'-,- ~!2..S3 \Vor:,;!:-~ c:..![sic.:: t.1c! Joc C;-:2g~ "i""e2...-::: e:-.g=.§:e:. c:;.

i:0G:121 prOdL!.C~:0n ~--:C: :: ':-:3

/ /

/Ii/ ... /,:,,';'//;1 .' !" ;l /.// '"' ~/fi ... . 7';/ 'r,F1 ~{

/ / . ~~/ . v fLKet(O H3mJiUJn , P!2..-: ~ ~"!2...'";2.g er

For a::c DC ce;:.:JE of .~J,(r/"L:

Cr:lig Johns'if]

28

. , /' ."

HO T END JOB CHANGE - STR'CO! CLEAN! SET UP

'-i - nc - rs - S l2i,d.=r.: , .C *_:::::

Spacers

Moulds

Biowheads

Tak=out AfTi1s

Takeout Fingers

OiS lcicution P1G~=s

I:Vip.; out Fingers

Nec!<. Rings

Neck Ring Arilis

8afile p..,-ms

Funne! A iTilS

A.nti- Oeflectic.-, 3i::: ~: ::~S

S;-.e2 ,~ 1\/ec.~ ,=,-:isl7.s

- S:-:e2( C!3'::' 25 - ':;:;-;e:- :: i c~:::s

- Sc~:::=t sqrc '/S

. Sii.e2r C 2 tii

- P[u(;g€r C2ril

Gob Distributor - SC:lOOS

- Ftmneis

,Vf achine CCii '/e:/c r - PCCX2t P-.ir

T (2nsfe( - Tr2riSrer Fingers

Stacker - Pus,~e( Bar

29

ATTACHrv'JEt"T B

30

Acreement

betv/eer:

ACI Glass P20~2G inG - SootSWQod

,il., V\fU - Glass and Container Industrv Sr2 i1C;'

SootsWGGd Caid End Job Chance

FcI'"wirg 2 facilitaticn process lor the items in Clause 31 Cold =nd Job Chenges in=3A3 (A."PNU ,.!·PPEI-dix), agreement has baen r~ached for the following items to ~e sh2ree, or. a r;c c=~2rcG~iGn b2S is, o2tween the AI'vlvVU and AINU cold :nd job change te2m members .

Trile'/el quad conveyor guide ra il set up ~f=vata( job change set up Asc:nder jot: c.12rige Sel 'Jp

Ov~rhead bottl: conveyor sst up ?res5ur: S:?nsitive Lacer/sr SEt U9 ( fOC2.~2': in r2scr\), limi;;ec C:l :2cel reli cha:.oinc :ilC r..:nning ~djustrrents by ti2ined cCEr2ti!/ ~5 - -

. ..l.ii ,;dditiofi2r i:;m c': shared WJ~k ~=t',yEsr; :.~= ~.\r :~!'J and the ,;!.\,VU will be the e ! = "~t~ r

ruoc2r ramcl/al , :Iszning, chec:·::i:1~ . s!o(age 2!iC f::fihiiig as j.ec;ssafY.

No:e: The cold 2nd bottle counter \'lark is de~!t with in ~ he CEPU sedion of the ==;." The remaining itefi1s in Clause 31 \viff continue to b~ discussed and wr:r:< ',·,'!f G': "': i:"~'-! 2 =-s i s L!ntil {!Jttier disc:..tssicns 2nd agr2er7lcn~ ::2(; t~ r2 2c:'ed by Gil p?r.ies

,{ /, Ii .

x:. :-,r.MIL TON ., ... ... ~\~-"---~ . ~ . . ;.~ fer 2:;d Gil behc it of ;'.CI GI2s3 P2ck=ging - 5:=7 . .'ccC

~/ /Ii C. !O:-'NSTON

- y' / / , 1 ...... ~.- .~. : ~. ~ _ ~ ~ ~ :... _:... _ : _: .' , ,' .-'t , t..... ::; . ....... "" , .J~ • .. ;; " ~, , ' ••• , , , ....

19/5/98-•••• •• • 1 •••• .-• • •.••••

;")C' " C"'r Oa~e ... ~ .. ~ , .... ';5 I .. J .. 6. ..

31

ATTACHrv1Et~T C

32

AGREEMENT

BETV/EEN

ACI GLASS PACKAGING SPOTSWOOD

AND

AUSTRALIAN WORKERS UNION

(GLASS AND CONTAINER INDUSTRY BP-ANCH)

RE:

BROADBANDEO CLASSIFICATION STRUCTURE

?J;~ t 33

!

NEW BROAOBANDEO STRUCTURE

Ail plants will eventually move to one VerrTIS,- berween 2 lines.

As a result, Hot End Waremakers and Operators will be, if they have not been in part already, required to pick up more and more traditional Cold End Verifier duties.

Through the introduction of nevI technologies (FP Auto loop) and bet1er systems, etc . 1 verifier (June 98) 2nd ultimately no verifiers per Se is planned for progrssSlve int roGuc tion in 1999.

Packaging Centres will be in place and largely opsrationa! at all plants, again with the exception of Spotswood, by first half of 1998. This will see the position of pa lletiser operator become redundant.

These events are the major "big lick" manning reduct! :,ns, as detailed in the manning templates, that impact and prov ide the backdrop behind the attached Broadban ded S tru ctu re/rec las s ifi ca tio n iss ues.

34

Issues wi th the existing Glassworkers Classification Structure are:

Not aligned to the ove ral l business direc tio n re : plant manning and line operati o n.

Rates (and make ups) of pay lack integrity in terms· of reward for like work, both within and between plants.

Unquestionably, the new plant structures will requi re Glassworkers at an in di 'lidual level to do more and take on greater responsibility.

Consequently , issues of rec lassification ar:se both because of the above points and due to the la ck of synergy between the new (pro posed) plant structure and the existing classification structure.

The AWU, in phi losophical terms, is s trong in its emph asis on career paths for members.

Im ple mentation of the attached s hould go some of th e way towards s2tlstylng thiS a im at tna AWU ana ach iev in g Lrle restructurin g outcomes o utl ined in manufacturing plans . In othe r wo rds , it beco mes a pa ckage Rationally , o ne vl ill not exist v'Iithout th e other.

35

Conclusion

1, Broadbanded Structure ( in term s of rates ) should be specific to each plant.

2, Catego ries and definitions to be common,

3 G5 , 6 & 7 apply suitable percentage to G4 rate,

4. Model to only be accessed consiste nt with:

2) work performed;

andlor

0) organ:sationa! struc tura; change e~~ected

5. G2 and G3 classifications to be accessed consiste nt w ith the defin it ions f rom March 1, 1999,

6. G4 classification to be accessed once defi rlitiona ! re qu irements are met, This will be no la ter than 18 months from the training commencement date, ,,\ ,~ .., .... ,..... h -1 1 a c a , ~ , -...l ~ ...... " ') v ~ '-' _

7. GS to G7 to be ac cessed only consistent w ith wo rk rt n rtArrn o r l ":1 n t4 nt"'rt':lni c "::"lt i r"\n-::l l ~tnlrtrrr-:11 rh ':l nn o r-' --, . '-' , . , , _ ........ ... .. , ---< -- . :::J ...... ," -- -- ~ , --- . . -~. - _. -- -- - -". -- . - , . k_' • ::J '""'

effected ,

36

In terms of transition from the current Classifications to a new Broadbanded Classification Structure outlined, the follovving paraliels h2'ie been drawn

i : G7 Line Leader

I GS

, G5 I

I , G4

Job Change Specialist (Hot and Cold End)

Process Quality Specialist or

Job Change Crew (Hot or Cold End)

Multi Skilled Operator! Furnace Operator

Train ~~ Furnace Operator iTr3inee M,S,O, Operator

Genera l Plant Opera tOt

! l \.\..? ,-:;; r;.;:;k 2r

I , :

1 Job Chance Crew - Hot I -

i ~ Machine Operator ; Glass:71aker

!

c ".-I ort<dr: Veri {;2 r

, ,4rtisaro

Stores .A li other activiries

I Probationary Period

Ob " I' o, 'c-ly " U....),

associated increased job scope and responsibilities with the new Broadbanded structure,

"" - 0 ;::-: 1_

Titles and job definitions to be developed consistent with the above accountabilities and multiskilling requireme nts,

'-' :.;.-. 37

w co

*

Spo t ~wood C Olllll1l!1l1! , IJro"dlJ;lnrie d Clnssifi c(l lion ___ , _ __ p~i_l lour week) .

{VIii!! I! n 1" II((} I )

(~i 'l -~-I(l t I C I 1 ~\f\gQ Spechtiisl

(lI'_ ' I_~r!Q~!~1 Ello) ___ _ I ~:) - f 'locc$S ~~pr.: dJ li s l

2r JolJ Change Crew 1101 S?~ Colel E:nd

(.I(, ~-'! r.l.I:ln Q~! .. 0!.:r.:\! . _ , .. \ - IV\ld!1 ~ ~ I" III r:d I J,' I: r,l\w/

rl !rrlllCC Oper:ltor (A'I,Ir''';'!c: (),"' Idiol)

(\! i ~ _ JO r I.a nnol ;q'lpl 'f "JlI1111 0 11 ra tes

10f all pl:1nl~, II ,,,, cimc apply on t.1n indiviuual plant basis or common perr.enli.lgc ;lbovC! G'1.

-- --- .. '----IlJ I. DO

----- - - - . - - - --- - - - --lJO(] ,GO ic: G5 ~ /1%

GG - 7% G7· 10%

77'1 .S0

- --- --- - - ---'--- . - _.-T op Wdl l! I1 Llk,,; ILl le p l l1~; '1%

lor lolallin!) lI1ulll skill ill (J

\ ~ J - I r , lIlwr: Mulll '.;kliled 0P0.rilloll Tl ~lin c(! f l llll:-t CC Opr.ri1lor

- - - - --- - - -

( ,,-; Jr.1.'::i (J I fI kn f) 1111. - --(:';cnCI;TI'1.1 11IlJp"

(f'OIklili 1\1I':;illl

[) IOI C:; t~ n/h nl.<» (; I - r ;~t-;-Y I 'rO(li;z:t ,Z; ,!

- -- - - -IIH: ~(, (ules ;!l I : ~d 'l kdf way helwccn GIl rind G2.

- - ---- .. -1---:-----I\pprox_ .; . '.-. Coll" [Jorr es

GO:; .OO involvcd 01 whir.h J . 'I \Volliel

9;;1 1" ~olll e ilH: rf! tl~,c _

(3 -2--(~:\tr.' r 1 11 1-" -15----

57!),20 serv ice. MO

r C;111) :: oordin~ll or P;H'm en l 0 1 ~;I"'/., 10 ,1 pply where (equire d in l! If": G2 ci;)s!iiriciJlion only , - - - ----.

::> cutu re 1:01\% incrensJ:s will "pply to Clil~si iic~\ions G 1, G2 and G~. 1\11 oiller classiiical ions will movc 111 line wilh ,dil livil ics outl incd above

('.7. ", l '~ illl1 '~lltlcri dr ,VlI1w;Jld :; by ;HJ'r.r.r11l~IlI, Dv(:call cost oulcome 10 Cornp <:lI1Y is cos l rl cul/<:ll

•. r, ( I,

The following principles would apply :

1. G7, G6 and G5 to be consistent percentages above the individu al plant G4 class ific ation .

2. G4 Classific ation rate is in fact the existing Top Waremaker rate plus 1% for total line multi skilling. This means that in the main , machine operators will receive an increase.

3. G2 classification rate contains approximately 4 t o 5 of the lower Award and defacto }.\.ward categories. Approximately 3 to 4 of th ose ,;yould ga in some increase .

4. G1 is an entry level/probationary trainee classificat ion .

Classification rate is G2 less S40 (approximate to Service Increments) .

5. All figures are inclus ive of estimated:

- Bonus and cav ity buy-outs;

- incidental allowance s c laim ed eg: soda ash

39

The above themes should p rov ide fo r:

.4 true synergy with p lanned futu re plant structures

Career paths an d ups killing op portunities i or

Glassworkers

Rationalisation of the current multitude of pay rates both within and between plants

Red circling of anomaly pay rates.

Appendices

Appendi ces marked this agreement.

"A" "B " "C" 2n d "0 '" form pert of , ,

Fo r and on behalf 0; the A ustr<: fia ..-, \\'or~-<e r s Unio'1 . G las s and Contai;-;er Industry Bran ch

~~ , ....... ..... " ...... ...... ... .. .. ... ... ...... . Pa ul C urrie 8r2nch Sec retary

Fe,- 0'-,':; c'-; J2h :; lf ::~ the Australian Volor'-:<.ers Unio n

Glass an d Container In d u stry Su b b ra nch (Victoria)

j) ;/ /:-) 1/ /}

Fer and Oq behalf o f A,:r G las s P2ckagi.i S Au.Str2 !;2

\ ~ / // I, !\ /- . :~~ \ l' - I

"~ . .. ...... .. . . . . . .

02 ': \d Ar,IlS:ion g Gen.era l Man 2g.5 r

h.C : Glass P J':::~2 2 ;r-::;

Spo ts, .... ood

~:;;.~.~.~~~~~.:.;.~. ~~ .... . L': ~ '" ~ . -. {-)0~(/dv{;--\/'-8-.Jb O;iv~r r<:-e~ (!l-Han-jH.~.:' r. ~ _ .... . ;1-..: ..... -:. ::, /t.',,· ,:::.._ .

Su~ b:-:iflCh Sec,etary Plant ' :r;lP,Jger

40

· . AP P E :'in r.x "A."

Gl - Production Trainee

T:-tlS posl::::r. ('-::" .'=:-:5 ·,~'"Jr:, L.-; a!. l s..:-~a5 o( ::..':02 (~:"::,j:-:: a.;C ':...~,:. ;:?~:"";.e;:: G~2.s3 ,-:":S::-':;":' :2. s::.~ ;';'·~l!ch C:l.!..i3 ~'or : :-. :: 17!.i.r:!...-::~-:1 sk:..!..: .~ (.') .,.'2 :- ~::: by :'~2 ..;~l .; se: : ~s~::c: :e ~C".,,· . . A :-:'2-',:; ~:-:-::.:: .:.:;='!

joL'1:.ng L'":o;? orga...: :.sc. ,::or. c:;~'7:e:-:,:.:'s 2.i: L...'-: :s le'::=::' ?--:c:! i3 ;;;:,:-;:.: ,::~ ,:: :: ;3.i...:. a1..:. ::"':".:: s:.-.:Xs c:..:.::...-:~ t..~e pfobai:!c:; .?::"y pe:--:cd . T ;;.~s ~rl:; '::.: 2.:~ ',:'r: :::. ::; ~o::~:GC ',;,'S t~ :',::- 2. :<:2.':<:"'7:: ... : .. :."7: 0(3 :-::0,.:"'-.. 5.

Cc .. ,;::'.:.-.::2.::or. a.n.a 8.

P ..1 ;; :: [ 41

--r: ',,"

u ~ w

(l.,

0... --r:

L.

o .~

cd L

. (l) p

, o . ..., :;j .~

(l.,

(;J L.

(l)

c: " o ~I

o

:'!

I,I,

... " :~ ,

; I ~i

,·1 ."

.: J ::{'

~: ~!

i, 11;

nl : 'J

:1.; :'1 :..

! ~.

. , .•

'"i I:'u

'11

tl

Ii

I'

U

ttl

'.J .~~;

;',

ni

" U ~,';, :; '1.1

'I

I"

';.; \: !: "

,.; :;:: .1

;r'

n· :"

\ ~ "

.,. .~~ '

1.

"" : ~

'I' i.

r" "i .1

: d

' ,. I:

i-. I': "

, 1,(1

r:1

,'.

j I>

. , ~ ,

"; 'U

t

., 'I'

'" ,_. .,

" '.J

()

'1'

'I) tJ.j

:,: D

, .

, \,

11'1

'i'; (", 'd

,. a " :·1

" ::! :;1

trl "1

I., •..•

('II c.) ,.

~

fl.\ \'

e' .r; 'I~

i~' 1"

I.

(~ I

'-I

:i;' ~ ~ .! i

c-: ~,'

{I

:,. <\;

t., :1: ... l~

'n (,

,,~. o.

:;: ,~. ~ .:lI . ::i ~._.

?l

.-1 U

'Il

III

". '" " ," ' .. , " '" "" " d '.

1 , ,;,

,I: ,. . , '" '.' " 'I' "­t:

·.l '_1

.~-,

~i 7-: IJ

'1/

1ft

'il I'

~'l o ~

J l ~

,; 1\; I:,,' 'I

I

.. -'.' .S

i~. 'U

"

1

~I .~J

':; .:1.; ,,' .' ,T,

!.

I.

',1

.~~ .~

:~l .~; 'n

C;

UI

.• ('I)

-rJ :.-,

tll

a "I

r,"~

r : ' . .r . ".

!,J 1...

:J

". " ._,

r' .~ I

L; I':

'i..: (\J

('I ."

tJ

'\1

I;,; ~J 'n

r: TIl

'll IlJ

:Ll r: 'U

(

'

iIi I.! H

r:.

ro (,

("~ I'

'I' "

1 ,

.

':: .::! <

! \,

';,: n

. eJ

'"" ill

I., .).

O.

"1

n.

(1 nJ

'~'; :~~' " ';a '"

o.

s: [j

~

.-n.'

·U 1

~j ~

,

.' o r:

, '1'

r~' I;

.• 1 ,,.;

QI

"1

.f"'

I,) ,n

o

'0

,.

H\

"1"1 "';

,i, In

.~ 1 'i: ::> n

' r: ,),

~

\., .. '})

"l

n l,P

~1 '.; ::-,

~

~. ;..-

"\

:~ .5 ;'j

'1' ~ 'U

!;>.,

C

'0

" o

n. -'

""Cf 0 .

....

f: ~

tIl r.1

. ~~ or ...

. ~.J ",

{J ,,, o n, :;. or

" Li 8 .0

.2, n' ,., ',J

" o 'n

'" or : ... .? c>. E

'" '" '" -5 o ,. ._1 O

J !J ,<]

"" n, .~I

" 0-n> L '" .0

:::l :s: >.

,n u

QJ

t: fl'

QJ

,.,~

o n.

-o.

o. EO

r: 0

u.l

u

.. o I", '\.:J

'" .!~l '~1 : . ..1

(l

tJ· I

<1' .1.'; ... I.',

.~

~l -0;

,~<: :, ..

'f!

III '., -

, o

L:

'1' 0

(11)·; !

~i :~

'1,

,. l~J ~

'P If)

Yl "., 'n

\'

,n

.,:1 ("II D

I:'

'[i f1~

In ,])

'!:I :2 :.:. ~: E-'

<II

o ii; .:.; r: ;,.

'U

.'::i ~~ oS '"I.)

r:: <11

Q

.~I .;;; =1

U

:r,' ~g L

. t')

II! \'1

,n C

.s ... u ,-.J

l, .~:

~r: ~

; u

I., .r..

1 0

;~ _I

~

;.\1) ?: ~

(" .~

r.; .. :' S

O

. ~:; .

• ',J III -5

L;

.b ..... (;\

o ~ d.~

~? ~ ~~:

'1) U

U

) .tj

I .. I ......

1:-' W

0

::I ~

OJ -j.n

b

n

~,. '0 ~

.... I ....

1.-<

6~'C ("Ij

III (lJ

1.)0

~ ~'.5

n .. ~ ~

f·~ <\1

:...

lt~·8 8

,,' n' :J .~.-;

'" o :> ,. .'" tlO

.::i 0.

'" :'! -', n> V

>

" o .c I, ••

o ~; :.­~!

.r:: O

n

~c: .£1 01 '0 r' .,1 ~

'.

';;j u

'I' ,. ,., .t.i ," J~ V

> m

" u ~ V>

t: n' r ~ ~ ~

ci, ~

~

" ~ ,11

U

'U

I:;

"' til) rn

.5 ~;

~

n, n, I.:

'" '" ~~

m

In

/: ~

-/ o

.. J::

J ~I

II( 0

1

:'

~:~

~

.. ~ o

~, u

'" ' .. ,

. (

~-~ ·0 r:; .5

.• :, --0

;;; ci

I., q

"'

V>

g' P

rlJ (;

£ n

t-' .~)

'" ," .'.1

II/ '" \,

fl, ,I'

("

6 1·~' 0

.. 1.:

'0 !:.;

r:: II

/.~

III fl,

I.

It. ('1\

I,

(,r, •

{)

: .... 'lJ

'J! •

••• 1 , . ,-," , .. 'I'

I).

,.' " '" Y

; "

11:/ .~ ,:

II I l'~

;;; ·U

,: ,,' . :~! t ~

.11 '-

'

~~J ;~;

r.. ~;' ,::;

~j 'U

','

'% '" 'd

In

ru

I., J..-I

r.l, a

n, ~

·:·.~

o

~~;~

...• ::J :-, .f.

1 (lj 8

V; 0

,.

I" (\1

,>

,

.:; , =1 D

~

(I

~;' ~ ·3 L

o

'II ._

.

III (II

.::,

~j '8 -g • ..1

::J .. :1

'0 I/)

' I..

r::: V

) III

Iii ~~~ ~;j n

j ·m I}O

'

,_ "1

.':1

L,

lIn ll)

~! P

.

'n

~; j .,.' '" c

. ", T~ (.;

:-.J _

', 0

, u 0' !"II

~j P

. 'Il

.8 ." I:: '" m , .. !\l

., !

ri·)

L n " .. .!.."i :~~ u

,Ill

:i; 'U

h

ll c~

·f;~ ," '·1 111)

'U

,:. ,;1 (11

"(

:~~ ~:;

In

t 1 ,~ ... '

:;. Iii

I, J

••

o 'n

.'" r:

:.-: ci

;:, I!:l

c: ~)

un .:~ (\'

• ..1

I ,' u

:: r~: T

J n

. ["~

'1 (

("I'; -

'" U <11

,-......

,jj x.i :1: .~: I ••

f"; r.1, •. J O

J r.:

f.:j 0

:'>. ;1!

~:'1 N

','

I,

c! n

\ III

p,

." (11 'n

'0 hll

.~. i '.' ." ", '0 "

.• .1

~o .5

'n

Ul

01

v

'! r.'

rl) ••• 1

U

.r; ()

u L

. 'I;

P. C

r:

M

I'U

('

:-J .. _1

n' ::::1

,il 'll

tf) .0

.0

O

J ::.l

-'

1/)

,j

at r:

.r: <II

\.. ~'O

.. -I.S

'r! ....

'i! !Il

'f! r ...

:J 0 u

If}

ill

~; 'tt

._1 .C

\.:

(..1 1"1'

'" I: ,.:

. L::

'" 01

0,

~

'd

&~:

~~

~~

Ql

,d -

, "

I ~ ..

S.~

~

u ,-

" o

V>

c 0;

o "

~ ~

~

3 u~

~m

o ~

~

G

£ 0

~, '.~

" ,,' '" ·co .,' I:

Ii' d

" :,',

".1 ':" '" .r:

\. .~):' " 1 . f: . L • ~

, . 'ij

,,j

.f.~' rio

'U

{.: (II

,J rl··V

.!J'

11'

l;' :Ci fl'

m

til ::j

Uf

'.'

Q

0 r'

l... .,:1 tlll'!:i

.!~i :t=.: -u

V)

::'1 Q

I _

., T

j U

.~

,

f.' '/1

.,

J 'fl

In coj

'i': .t:

:j S .!:1

.t)

),

'f}

('J ,I'

:::1 I;

'0

.~; ~~

'0

'-' "

u n.i

11.1 il"

In

. ..:! :.x

..!(: 0

b P' l,. "J co. .~

n' L. .,. D,

o

"71"1 '0 IV

D

. ,n

,. '" '.1 " . :1 '" "" ,. .,

. ~ J ;j

n'

,i, L

. ., , r: 0' 'n

Y

-'0

~J ', .. ", :'::1 r' ._, ,.

,f:~ 'U

'" X~, ,n ,', T~

r: "' r: n. :J 0

' O

l 1"::

;r, :--: .r~

"i

0,,,'

'rJ .:1

r.: ~.~

nl

'1'

In L

' L

, \-

, o·

(j' 'd

::.

rtJ .....

..s ~:1 ·U

·0

f~ ,..:

't> n

j

.;:: .~~

Q

~':

I

I .. .:';

It.. tT

l

." ,i. " . e' tIn r:

" .0 r: '" F ... C, t·/' Iii

"-' '" .., ". ::: <::> n . ,. ." .r:

" r ,,;

:8 -I:: ,.' \"

.'

" (.' ,., " .~; u Q

' I.' . ';1 C

,,1

~,

'" ';13 '" " ::;j '" TJ ~ 'U

r: o

U

.\> 'I.

'" , o \..") :1: :.:

r: .... _,

H

"' rV

" .• J

n)

c: I.

C'

I:' 1...'

'I'

,,' I~: ," 'II

.!.-<"I'

'11 _. ,. ".:

~

<"I' ~

'. ~"

<l) :(:

~~ ~

I ,~

I~ ~;

Or

, U

..

8 ,:'

'\1

I:

:=: --' .\i r:

.j

,-. ~

r:: ()'.J

...:

,'.~ .;~ I1r

rJ ·d

.2 :", 'U

.0

r; .....

I;)

C

V')

11' C

(,(\

M

n;

~~ • ..!~ o

D,

n' ~

'" -,

-:

("\1

t;.. t': ("]

::.: r.;

U

rJ r,/

C;! [ ~

'!\

,n :J

'0 .~;

n'

L,

'f) ('":J

:J

<.n L

, n'

0 .0

'" ..!;;

(1 1\1

'.'

e :~

o .r.:

~

.0

'f! l,

<0 '.1)

o -s '"

-" ., '" '<:J <, o

,S~

!.)n

"1

-" C

' '"<I

t,r'I:i 5

(,I

":1: ; .....

U

\~

~ :.::

V>

rJ ·i.:.,1

--'

,.: <"\l .,.,.

~

n, f:

~~ cr, u

n.

"! !::

0.

'.n Q

J I;)

,r:-: _.J

~~

>CJ

" CO

o "'

> ..

(1/

I ... U

I..

'" ('(j

o.

u ."

U

"0 .5

" '" v,

el

:~) (\/

,0

r::

.c: nJ

Q>

I._

L,

("

'"1 ::?

~: -1

. ~

, ,'j

." ·U

C

tll;

'l' .r: '"

'" II' 3;

,. " 0' '" " c. ""C.' c; rv

'l.:; :'~ o ,-E

" .~,; ~, (-,. -, ,'. .s ~ ,-e:'

S ~11'

.S c

. ro;

.S OJ

" :-. t: rJ U

"'" C <"'.;

'll-V

t\0

fl'

~ ~J ~-

~

:.. n

..,: _L.:

C'J

<d'

'" '.' ,n

;;:

!'

J

c· G

·

" .0 ::: c. ~

'_0

" c '-= " a ~: ,. W

::' '/

'

'-=. r.: -.' " (1

)

•

APPENDIX ".-\ "

O?erac:: ::'x ec / t:'1.'j :)li= C0". ~I'::'?:-:~2:C ;'i::.;\.2:-:',.:i :-5 ':;::: :-'.:: .:'[ (l~r ~~:: ccrrec: me'='3 :':"'--= :: ~""::.,) .

r:-. .j ;"'2mer.:;3 , SWr2.g2. 2..r,:.Q (:-':'=:-:'::? ':: : . :~ :'.j U: : t:.:".=[ :.~e 5 ~ '::-~ !:2. ::':::-. hous2 C:-L ... ·:r:housL"1g 2..:22.5

T::e reco~dl;::on!..ng 2....:.d feft.l.:'o isrune:. : Ofri!OulC ~~E:- :.! -.iing C:..:: ·:~C o r PO~.:!.b!2 9C ',;"Ere..:! ~ :_-:.s.-=rs. oxyacecyl.ene 2nd welding equipme:H aZ'!G O:"l cr r. e C ~:5c-'; :' 2.::5

.J...,."'!. l!.nd :;r5 ~3..J.ldL'1g o[ FUInace strucru.:->? ~f!d opp.~2.tio ;:

M3.!;.ipul.:: te the oper a tiona.! contr J 1s of L~e m ~.xL.'1g c.nc! C::J nci f ~:::-: Lz:g equ ipo-=r::: ~ o as to er:s:..:.:e L~2~ batch c{ :..:".s !"eq uir:d corr:.,ositioi: ;:-;.s~ =s w l~e :;:'!? ~::"-.g :·":"->13.C~

M2.r:.ipul2.!:: :'~e op~rational controls of the flllL."1g Ci: ~q ·.!ipI:1=:!t so as to r:: 2.!.t! :;z:"-: ,:.'-l ~

:~ .::t:.i.r2d l~ :;e! 2..:."'J.c. riis;::-io 1..:t:cr:. L-1. m:2 ~= : : :..:-.g f ":'::-. ·~C=

~=cognLs~ ~::d q 1.!3.r.{ i..:-:; ~.:[,:'~r: ': = L"1di ca ~ t.tlg c- E- : :~:-_ :.2 :-.:: pe~-·:J~ ::--. ::.::c~ "') : :::--: i:':. _ .;; '-:-. ~:-.:

a.:~;': its c. r'_c u.! !ln~5

C,::-r:' mE o~'2:ra~~on 3..1 2.dl:"';5~ri'1..en['5 r;e2c=c ~: : -:-: ;: ;: :-.:: ~~:- : J :-::-. =.. nc~ .~:! ~.-_.~;:-.:-:'. ' '.::;: :-. ~

.:.::~ wo ls pr-J 'ncC: Q 2.S r.~-=c.::d

Pl,··; 43

APP Ei'<"TJrX .. ;\"

(;2 TEA:vr CQORDNA TOR

Thi$ d efiaitioo is co be re:ld incooju n crioa wirh (be G1 cf:1ssiric :lrion C~fi D i(:oo.

The posicion reporrs to the Dep:trTUJt:oraJ iYf8.oJger or per7io~!l( Super .. iSDi.

General Scope:

R es pocsi ble fo r tbe coordination of~I1 pers onr1el nnd work ac tivities in tbe r eq ui r ed

)York group/ :lre.:l :lod ensuring cb e efficient op er:ltiOD of the ::!.re:l .

Soecific ResDoDsibiliries:

1 T o coorC!in~te (he acriviries of:lll employe~s in (be work :lre::!

.:!. To r eceive r~ques\s for WQr-k, t!nsu re rbe ",'ors is c3rriea aUi, 2nd pro ..... id::? 3pp ropri3.(~ fe~db::!.ch: to che pertine n t l'YIlD:lgt!ri Su per; iso r

.1. To ensure breakdowns of m3.cbinery e tc, :J.re reported fa the relev:lo( m:.:in renaoce pe rson nel

!!, To m:lint3in r equired oper::Hion:ll records

5. lYree( regu! :lrly ''''irb (he Deparrment iY1:.10:lgerl Sup~r-visor (0 provide [~~db:.lck 00

work pro gress lnd work :lre3 performance:

o. Anend mei!tings to p:lrticip:lCe in [he coordin:Hion :tne pi:H: ;: ing of UpCO IT:t!D.; :Jcci .... icle:S

I. Ensur~ employ~~ s co mp ly with ::Ill s:J.fe: wo r King pr3cticcs l proced u res :::!nd p,)li cies

s. [dcnci ry tr :l inin g needs for (he wo rk :Jre~1 inconjunction wich {he Dep:lrrmenr (vbnag~rf Supervis or

9. CourcJinJt e tht! huu:ick~cp :ng o f the ',\o'or !..: :lre:l

-r. = 'v'

w

p. , , w

p., 0.., <r.

,! -" ~i -,. V

) ... ,,' ~

~

r. Q

' U

!

,~ '" I-< ,~

o ,~

ro ,-. (1' D

, o a.' u o

j

~ »< 0>

C1J

.~ '" b ..... W

'J)

'flD '" o

0 ~

" C

'

'" ~ <lJ ...... ?".

~o

lJ

oj

'" '1> D,

o

." '1-' h

fl !II

~.l I j

:.~

'~I

0 ,=

>

_. I ')

:J "d

tT

<11

01

S

' \~

,.1 " ,: ,., 111 til

II

'1)

I;! .~·i

{ .. r:1

.j ,,, ." OJ ,!'l

:J ,,' "' '" ", h

ll

" " " .r;

tfI lr~ f-o

~~ ~~ 'U

.~; ':J r: ':;

I: o

J .;

-;

::! \'J

nJ 0

r)1 L

' r'

.... 1':

.~ ~~ '!.i ~~ O

J

'.J 'n

'Il

'IJ ::'

~

CO ,r~.

;J -.

(I) IlJ

V

U

\1J l~

.c: h

i' 'J o " -fJ

~ ~ .~·i '~:i

.• r: 0

Itl':

' ..:.-:

::; .~

. ~_'

:~ 1 .•

;~ ;;,

• r":

!? I ~

nj

t') :;:.

t'l D

. V

) ,',

•. l,

_ .• ~

,.

-J I'll

_-]

'-' r;

" ;?, ~ ... -

,;.! ::':

:.J .~.1 .~: ;,~ ~

;,.>.

,I' '"

'II L. •

• ,: :

: 1'.1

;..,

r" I'

r I •

1)11 .... ,j

IJ

!'.! [:

pi

~; "

1 \1

) ',I

j'

I,

~ 1 ,; j "

I 'f>

:J 'v",

" \~!J

.r:: t'I"

11:1 F-' r' -. r:

.• U

n

l .9 D,

l r/ ]

-0

f.: "I I

'

" D, .~j

:; '1:\ .

' "1

,'I 'n

tJ

'11 :'

. t

, .::

• .1 ,

-'

'')

1,

I')

'II ,"

" I

I~

'U

0 'j

l:J ~1

r...: I1

j n

• ('~ \.1

," 'n

" C

,,)

. ~ i:

t,. :J.

U

'!

'"

L fl,

n.

''1 0

. .:'

~;: :::: '%

,n

t", ~ j D

. o

";ii r:;

•. "II

'U 't

j ~\I

•

" ~ ~ •

Ol

" r.;

,.:l II)

OJ ~

,0 V

I

8 ~

't:.1 .:.: III

til

.~.! 'i: ::J

' t:l'

C

",

0 I ...

':j

'" ., .0

,~'

:::l ~

:". (\1

... ::. "'

VI

C'

,.1 Q

J ,::1

r.J IU

• -'

'\.:1 :., L:

"t)

,9 'U :~!

D"

... r;

~)

r ~ \ I

hi

,:, " o

j ,,,,

. ~ )

'" , ~.;

'0 ~,

.!~l

"' ,-' 'oJ o '" P • :.J

.0

,2, ", , ..

',J

'" " v, " !\J .>. .9 0

,

E

n>

" n> "': .," o I" ,_, "' 1:J .B

" '" ,!:I 'J

0-01

L '" .0 ~

~ :. ....

VI

U

11' rJ

III 11,

:.-, ' ..

C)

'"

_.

0,

0, r:

E

0 w

U

.... o ;;; .... '" 0. (>

" U ~ ~ o;j

.1:1 U

~

ro C

ll ., " S ro

t'::

"l

,I:

l"

'" '" n, '.' , >

... P • j"'

,~ , ... 1

,,1

U

c !:

r: 1\1

0 V

I ';.~

'U

III 01

I'

.~i :;-; :i;

I: ",I r: 1\1

LJ

r--: ",

'hi)

,', ::1

.0

? ".' .r.', ;': ,',

I 0

1 'j" 'c,

.: "

'I' h~ «; ,~'I

'U

r:' <I)

,_1 ,n

'" I., =.:/ n

J ::;

0,1

.....

m

" , ,_1

,~:1 -,

.. 1 ~"

~l! ClJ

<' ....

._1

VJ

o C

P

. 0

D, ... ,

'" " n' :" "' ,.: " , .. , ,': :::'

li! '11

.;:, :

\1', 'l,

:~ ; I"

'.' III

r: ".

VI

,.,

J...! '11

,S': I:. ,.'

I, ';;,;

(1 o

'.' D

, (11

~:.; '!j '.'

,,' III

'll •

• '11

b. t:: 0

" ., 'U

.,'

0'

" ::-.j

,) ':,

,)

vj :~ '"

.-,\)

J I"

,?; e ~

c •.

G' ;:1 V

J <II

'" ,. (

' I)

:, p

,

I' "'

ru ,~..:

" ;;/

,N :3

L: :; 0

, til

,_ ,-;,

:3 III 1:;, ,::. ': i

::: ~~

n~ 0

I~I ,~l

.t.

I., I

' nJ

"J

",

',,1 ,n ,. O

J :'1-,,, o

"" ~ '" 'n ,,' G 1.; '0 .; ~

~:; ' •• ,

("11 .J

" 0

"1 '.

' .. ~;

.;;, :;; :~

VI

(I

o· I

' 0'

'[; :J '~: ,:I~ ~;

3 ........ :-• .1'1

I,J r..: :.:-..:.:.:,:,

-I,

,u

... .8 ,0

.... ., 0,

o -0

'" ;:1 :q VJ

'[I ~

::J ~

C.

" n, .~ t::

," .1: (-

,

1'-'

'" !': ,. ,. t,).

~

~~ '~:;

.'!: r.:

III 0

VI

'j'::

.~~ ~\!

r.: . ..:l

I~! ,~ (\.

t: 'r)

0

n' U

r::

III ·\.ii. ::-. :J .n

f") 'r', I~I

,1'1 ,~.1 .S fl~ r: Q

I

' \.

('II

tln

(II

.G "cJ

c· "'

,.:1 ,C

I

,"

'" " " :. "' \': " .r; :::

'" _,

Ii' (

', :..

",: II'

'~ 7:, :._

u III

r: til

nl

'.' I:';

III ~

: I'~,

,,' I"

;,; 0

o I..J

n.

'11

8 ,~,; rti :.1; I

. fl'

~~. E

01

' o

'U

./' .:!'

r..) :::1 ;.:

3 f/)

If)

... , ." 'J

1"1,

11.\:; 2 tIn

9 'cJ

... -:. ~

U:::J

r' (l.J

VI

0 ._1

,=1

:.J ._

' 'l:J

:i ._

, -I (11

c.,J' n

,'; .. -'

IU

~

... ,5

I.. '1

) Q

I a

,,.., 1--0

Q)

O.

r.: 0

>. n.,9

, .. .s IU

"

f'

a (11

'1,) •• '

<"Ii E'

.0

0 l-:

u 11,

~D.~

~fU

'::-~~

0, .: .• ·5

~ ,~j .~~ ~

,n

I ... ro

'-' IU

'5 :.~

U '0

.0 C

I ..

",. fl'

E

0 .('1

0

1-1 ::J

G

::~ ~;

'(~ ,.:

(1')

In ,0

(I) 'l: _.

v"

:i r: 'f~ .~:: ~:~;

G:J _.-:::

'ti ... r':

:..::.:.:.::. ~r. ~

'" on 'be .9 o b " ~

"' .I: :] '" ('

II'

'" r:

:.., 0

0 '::ri, :;.:

[: .\ I

[tl ,',1

"1

1

~,j .~ .\0

;"

.1:.1 ;.:,

~:' ,~~ '.'

.p

,r: , .

,~:

"

,~: r'

:':

'Ii "I

_,

IJ

'" :J '" '" u

r.}

l~ ',:::}

't'J ..:r:

.n r))

I:.; :J

.:': I

. r,)

-:t :;: .;::

0-m

ii,

(\J

~ '" '"

';J 0

, i" r:

=.1 :::J IH

f:1

.~

>

r:'-VI

0 . .:1

, .... U

on

0 >

. 0,.,

QI

t., C

0

0

\-, I'!

c:: ,,(,

f~

I"J ):

oj I.,..

., ,~I

=l

t.' ::J

:1 r~

0 ......

o Q

) C11

I. •• rj

0,: I

' '::': :::. ' ..... .:.,: -:in o

III ~

I·' .::

0

!~ ~~ ?

:' .[j ~':;~ i: .5 6 f-o

r: ~

". "

"

,: ~~ " " ., .. ,;': 'J

._'

'" , ,

2 n'

~! ,j

t}

~; :~

N

..

r" 1 ~

.C

"

~ ..

e ,)

.£ I:

...

II.

tJ

r J n' 0

,1

1,

'''! 1

1.

S 'J

, n ; j

.... 1

\) n

. ~~

';-;j on L

"J

,OJ

'U

n, >

o :-, .. OJ

<U

.0

2

"J

: n n " o o , "'CI

.,:

,11 "I

t-: , .•

:J 0

' =

'"

J t..

'.::

., " .0

, ~

'3 " n .1

II)

~ r.~

." .

J '-i

\1'

..." !:-.

~"O

_~

ii ".' n

'j

[11

E" j ~i It,1

~ ~~

J.t') .q

,. ';n ~

r,

,r ~ " v £>

~ <>. );

,-<

'" o '.*: o " ~ v " Vi '0 " " c .ci u ~

2 <

0