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csr gyprock Bradford Ltd (WA) Enterprise
Agreement, 1995” Winning with teams
No. AG 92 of 1995
1. - TITLE
This Agreement shall be known as the “CSR Gyprock Bradford Ltd (WA) Enterprise Agreement, 1995” Winning With Teams.
2. - ARRANGEMENT
This Agreement is arranged as follows:
1.Title
2.Arrangement
3.Application
4.Parties Bound
5.Date of Operation - Review and Renewal
6.Relationship to Parent Awards
7.Federal and State Wage Principles
8.Single Bargaining Unit
9.Communication of the Agreement
10.Shared Vision For CSR Gyprock Bradford Ltd (WA)
11.Objectives
12.Workplace Change
13.The Issues
14.Team Development
15.Key Performance Indicators
16.Occupational Health and Safety
17.Equal Employment Opportunity
18.Ethics
19.Consultative Mechanisms For The Implementation of Initiatives
20.Communication
21.Training
22.Family Responsibilities
23.Dispute Resolution Process
24.Rationale For Payments
25.Timetable For Payments
26.Implementation of the Enterprise Agreement
Appendix - Resolution of Disputes Requirements
Schedule 1 - Wage Rates 1995/96
3. - APPLICATION
This Agreement shall apply to employees of CSR Gyprock Bradford Ltd (WA), 21Sheffield Street, Welshpool, organisation of employees set out below and all persons who are members or are eligible to be members of the organisations set out in Clause4. - Parties Bound of this Agreement.
4. - PARTIES BOUND
The parties to this Agreement are:
(1)CSR Gyprock Bradford Ltd (WA);
(2)and all persons employed by CSR Gyprock Bradford Ltd (WA) who are members of or are eligible to be members of the following organisations of employees:
(a)The Australian Liquor, Hospitality and Miscellaneous Workers Union, Miscellaneous Workers Division, Western Australian Branch;
(b)Transport Workers' Union of Australia, Industrial Union of Workers, Western Australian Branch.
5. - DATE OF OPERATION - REVIEW AND RENEWAL
(1)This Agreement shall operate from the beginning of the first pay period to commence on or after 10April 1995 and shall remain in force until 10April 1997. The period being two (2) years.
(2)The parties will review this Agreement six months prior to the date of expiration as to the renewal or replacement of the Agreement recognising this process has been a joint learning experience for all parties and stakeholders.
(3)The parties will monitor the progress of the Agreement during the term of the Agreement with the view of improving future Agreements.
(4)Pay quantums achieved as a result of this Agreement will remain and form the new base pay rates for future Agreements or continue to apply in the absence of a further Agreement.
6. - RELATIONSHIP TO PARENT AWARDS
This Agreement shall be read and interpreted wholly in conjunction with the following Awards:
(1)Building Materials Manufacture (CSR Ltd - Welshpool Works) Award, 1982 (Award No. A 10 of 1982);
(2)Transport Workers’ (General) Award No. 10 of 1961.
This Agreement will override the above Awards to the extent of any inconsistencies.
7. - FEDERAL AND STATE WAGE PRINCIPLES
(1)It is a condition of this Agreement that there shall be no further wage increases for its life except where consistent with a National or State Wage Case decision.
(2)The parties to the Agreement shall be bound by the terms of the Agreement for its duration.
(3)No provisions in this Agreement shall operate to cause any employee a reduction in ordinary time earnings or to cause a departure from the standards of the Australian Industrial Relations Commission in regard to hours of work, annual leave with pay or long service leave with pay.
(4)The parties to this Agreement shall oppose any applications by other parties to be joined to this Enterprise Agreement.
8. - SINGLE BARGAINING UNIT
(1)The organisations of employees covered by this Agreement have, together with CSR Gyprock Bradford Ltd (WA) and employees formed a Single Bargaining Unit (SBU).
(2)The SBU has held negotiations with CSR Gyprock Bradford Ltd (WA) and reached full agreement on the terms of this Agreement.
(3)This Agreement has been presented to employees of CSR Gyprock Bradford Ltd (WA) who have endorsed it.
9. - COMMUNICATION OF THE AGREEMENT
In order to achieve this Agreement employees of CSR Gyprock Bradford Ltd (WA) have been involved in the process through regular:
- consultative meetings;
- awareness sessions;
- briefings;
- dissemination of information.
Feedback was encouraged to give employees input and ownership in the process. This resulted in employees voting in support of the Agreement.
10. - SHARED VISION FOR CSR GYPROCK BRADFORD LTD (WA)
(1)It is our vision to be the number one provider of total internal fashion design, comfort and energy solutions for the domestic and commercial / industrial building industries.
(2)The parties agree that this Agreement will operate to improve the business performance of CSR Gyprock Bradford Ltd (WA) and to enable movement towards the realisation of our vision so that all employees’ contributions can be recognised and rewarded.
11. - OBJECTIVES
All parties are committed to improving the performance of CSR Gyprock Bradford Ltd (WA) where sustainable productivity improvements will make it a world leader in the production of Gyprock and insulation. This Agreement is the catalyst for improvements through the concepts of “continuous improvement”, “teams” and “employee empowerment”.
The objectives of this Agreement are:
(1)Develop an organisational culture that encourages and embraces the concept of continuous learning through employee empowerment.
(2)Involve all employees in the “Building In Quality” (BIQ) program through learning programs to further their knowledge and understanding of the concepts and tools of Quality.
(3)Provide a high quality of work life for all employees.
(4)Guarantee job security by maintaining / increasing market share.
(5)Develop a learning organisation based on the team concept.
(6)To encourage employees to be innovative in a consultative and participative environment.
(7)Create the concept of “one work force” where everyone feels they are a partner in the company and proud to work here. The intent of the term “one work force” is to provide employees with career and development opportunities and remove the barriers for progression for wages employees.
(8)Improve and maximise consultative arrangements with the objective of developing and building a high level of “trust” amongst all employees.
(9)Develop an organisation where everyone would like to work.
(10)Share financial rewards with all employees based on sustainable improvements in productive performance.
12. - WORKPLACE CHANGE
The parties agree that current work systems and organisation structures will not limit the investigation and implementation of agreed changes by the parties. Where proposed changes impact on the award/s, separate applications may be made to the Industrial Relations Commission.
13. - THE ISSUES
(1)Flexible Work Arrangements
(a)During the life of this Agreement the parties will examine hours of work and make recommendations to current work arrangements. All changes must be agreed to by the parties prior to implementation.
(b)Any proposed changes to work arrangements must suit the needs of the industry and the needs of the employee and should be documented and form part of this Agreement.
(c)The parties will work together to resolve issues relating to proposed new work arrangements, but in the event of no agreement the matter may be referred to the “Dispute Resolution Process” (Clause23. - Dispute Resolution Process of this Agreement) except that stage5 where there is referral to the Industrial Relations Commission shall not apply to workplace change initiatives. Outcomes should be by agreement and not by arbitration in respect to new work arrangements.
(2)Rostering Arrangements
Work teams will have input to “work rosters” with a view of empowering future teams to plan their own roster arrangements to meet their customers’ needs.
(3)Payment Classification System
(a)The parties agree to review the payment classification system with the intent of establishing an agreed system that is more closely aligned to the needs of both the employees and CSR Gyprock Bradford Ltd (WA).
(b)The objectives of the system are to maintain pay relativities and also reward employees for skills gained and applied to their work.
(c)Both CSR Gyprock Bradford Ltd (WA) and employees will be equally involved in the payment classification system review. All changes must be agreed to by the parties, and if implemented will form part of this Agreement.
(4)Work Organisation - Relief Arrangements
The responsibility of organising how the work is done will be that of the Teams. The responsibility and challenge put to Teams is to find suitable ways of covering for their own relief whilst employees are either on short breaks (morning tea, afternoon tea, lunch, dinner, meetings etc) or on extended leave (training, RDO’s, holidays etc). This will apply to all areas of CSR Gyprock Bradford Ltd (WA) (Plastermill, Cornice Plant, Gyprock Plant, Gyprock Warehouse, Bradford Warehouse and Bradford Production). Management will provide the necessary consultation and support to all Teams.
(5)Jury Service
Employees on jury service will be paid by CSR Gyprock Bradford Ltd (WA) the balance of normal/average wages after payment has been made to the employee by the Crown Law Department for that period whilst on jury service.
(6)Fortnightly Pays
It is agreed that a working party of management, employees and unions be set up to look at the implementation of an agreed system where wages may be paid fortnightly by Electronic Fund Transfer to a nominated bank account/s. A three month trial period will be reviewed by the Joint Steering Committee.
(7)Warehouse Rationalisation
Warehouse product handlers currently making up job lots of Gyprock sheets will in addition load accessories such as jointing cements and accessories onto job lots. This will improve customer service by reducing turn around time. CSR Gyprock Bradford Ltd (WA) will offer its customers a single point pick up for both plasterboard and insulation products. To this end insulation products to be picked up in conjunction with plasterboard products will be prepared in advance and presented at the plasterboard dispatch area for customer pick up at a single point. Procedures to effectively accomplish this will be developed by personnel from the plasterboard and insulation warehouses.
14. - TEAM DEVELOPMENT
(1)The parties to this Agreement are committed to changing the organisation of work through the development of a more dynamic and responsive empowered organisation structure based upon teams which encourage employees to contribute to the organisation’s performance.
(2)Employees will be given ownership of their work place by allowing them more scope in decision making, and involvement in planning, in relation to their work and the way it is carried out.
(3)Benefits of teams:
(a)Teams develop a broader range of tasks and skills;
(b)Teams provide greater flexibility and adaptability;
(c)The quality of products and services increases;
(d)Teams require less supervision;
(e)Fewer, simpler job classifications;
(f)Faster response to technological change;
(g)Better response to new worker values;
(h)Teams attract and retain the best people (employee retention rates increase);
(i)Work flow improves.
(4)Joint Strategy
An agreed joint strategy will be developed by the parties on “Teams at CSR Gyprock Bradford Ltd (WA)” which will outline the process and the roles and responsibilities of the parties and all other stakeholders for the development and implementation of teams.
(5)Developing Teams
The parties are committed to jointly establishing teams at CSR Gyprock Bradford Ltd (WA). The establishment of a joint steering committee comprising of management, employees and union/s will be established to oversee the process. The single bargaining unit will become the joint steering committee. A design team will also be established comprising of stakeholders. The joint steering committee will be responsible for setting up the design team and its terms of reference. An independent facilitator will be selected by the parties to provide support, and ensure the integration and implementation of initiatives.
15. - KEY PERFORMANCE INDICATORS
(1)The parties agree that work teams will identify their key process/es and will identify and develop key performance indicators (KPI’s) against those processes to improve performance. The KPI’s will be identified, monitored and evaluated by the teams with the main focus being on improving performance through measurement and learning.
NOTE:This process will not be used to check or monitor individual performance.
(2)The Joint Steering Committee will oversee the establishment and implementation of key performance indicators at CSR Gyprock Bradford Ltd (WA) and will establish generic guidelines subsequent to the signing of this Agreement that teams will apply when establishing their own KPI’s.
(3)It is recognised that appropriate training must be provided to teams and facilitators in order to achieve agreed targets. All parties are committed to supporting this process by providing the necessary resources.
(4)It is the intent of this Agreement that effective team KPI’s may ultimately be used as measurement of team performance against key operating processes for the purpose of appropriate reward incentives.
16. - OCCUPATIONAL HEALTH AND SAFETY
A safe working environment will impact positively on morale and ultimately on the organisation’s performance. In recognition of this the employer undertakes to:
(1)Provide and maintain work places, plant and systems of work such that employees are not exposed to hazards.
(2)Inform, instruct, train and supervise employees accordingly.
(3)Provide and maintain agreed and appropriate personal protective equipment and material where it is otherwise not possible to protect employees from hazards.
(4)Co-operate with the union nomination and election of, and consult and co-operate with, health and safety representations and with other employees regarding occupational health and safety matters.
(5)In consultation with employees and their representatives, establish an occupational health and safety policy which enunciates the employer’s duty of care, that of employees and contractors, and establishes agreed procedures for consultation, monitoring, reporting and recording, rehabilitation, and resolution of issues with those parties.
(6)Accept the right of employees to refuse work which in their opinion will expose them or any other person to risk of serious injury or harm to health, and accept the right of health and safety representatives to evaluate such risk and advise employees of their right to refuse such unsafe work.
(7)Allow occupational health and safety representatives to attend up to ten(10) days occupational health and safety training with no loss of pay.
17. - EQUAL EMPLOYMENT OPPORTUNITY
The parties to this Agreement are committed to the principles of equal employment opportunity for all employees at CSR Gyprock Bradford Ltd (WA).
18. - ETHICS
(1)An ethical environment encourages positive behaviours based on the following ethical principles:
(a)Promoting well being;
(b)To treat people fairly and not to discriminate against individuals;
(c)To respect people’s rights and dignity.
(2)CSR Gyprock Bradford Ltd (WA) supports and encourages employees to practice the above principles but also encourages its employees for the well being and success of the organisation to adhere to the following:
(a)Be honest with all business dealings;
(b)Respect the need for discretion with regard to sensitive information in relation to both product and personnel;
(c)Respect intellectual property and organisational commercial rights;
(d)To avoid any conflict of interest through declaration;
(e)Not to misuse information, resources or equipment.
19. - CONSULTATIVE MECHANISM FOR THE IMPLEMENTATION OF INITIATIVES
The parties are committed to working together to improve business performance and the working environment at CSR Gyprock Bradford Ltd (WA). Consultation in the context of this Agreement is about hearing and exchanging information to achieve the objectives of this Agreement, and relevant consultation is to the business as a whole. Employee involvement is critical to the success at CSR Gyprock Bradford Ltd (WA). The consultative committee will be established comprising an agreed number of work place and management representatives including the Union.
20. - COMMUNICATION
It is the objective of the parties to communicate effectively, to eliminate the fear, anxiety and stress that may be caused by change. Focussing on working together to create a happy and safe working environment will inevitably contribute to a successful and productive organisation. Communication will be “two way” with feedback and understanding. Everyone will be encouraged to have their say in an open and democratic environment. We will not agree on everything but will respect each others opinions, and work together to resolve conflict.
21. - training
The parties to this Agreement recognise that in order to increase the efficiency productivity of the enterprise a commitment to training and skill development is required. Accordingly, the parties commit themselves to:
- developing a more highly skilled and flexible work force;
- providing employees with career opportunities through appropriate training to acquire additional skills;
- ensuring better paid and more satisfying jobs for employees;
- removing barriers to the utilisation of skills acquired.
NOTE:Training will be conducted in paid time.
22. - family responsibilities
At CSR Gyprock Bradford Ltd (WA) we recognise our employees have family responsibilities. We also recognise the contribution made by the family. As a caring organisation we will work together with our employees when faced with family responsibilities respecting total confidentiality. By demonstrating our commitment to the well being of our employees and their families we will hopefully earn their trust, respect and commitment in the long term.
23. - dispute resolution process
All parties agree to use the disputes - settling procedure as outlined below:
Stage 1
The employee should contact their team leader and attempt to settle the matter at that level.
Stage 2
If the matter is not resolved at Stage1, the matter will be further discussed between the affected employee, the union delegate and the team leader and/or manager of the relevant section or department.
Stage 3
If the matter is not resolved at Stage2, the union organiser and union delegate shall discuss the matter with the manager and may refer the matter to the Joint Steering Committee.
Stage 4
If the matter is not settled at Stage3, the state secretary of the Union will be advised. If he or she considers it necessary additional assistance will be provided to settle the matter. The Company may notify and/or involve its industrial relations department at this stage.
Stage 5
If Stage4 is unsuccessful it is agreed the matter will be referred to the Western Australian Industrial Relations Commission for conciliation or arbitration.