GrainCorp Country Operations Award 2015

GrainCorp Country Operations Award 2015

This Fair Work Commission consolidated modern award incorporates all amendments up to and including 20 June 2019 (PR704149,PR707579,PR707790).

Clause(s) affected by the most recent variation(s):

Part 1—Application and Operation

1. Title

2. Commencement

3. Definitions and interpretation

4. Coverage

5. Access to the award and the National Employment Standards

6. The National Employment Standards and this award

7. Award flexibility

Part 2—Consultation and Dispute Resolution

8. Consultation

9. Dispute resolution

Part 3—Types of Employment and Termination of Employment

10. Types of employment

11. Termination of employment

12. Redundancy

Part 4—Minimum Wages and Related Matters

13. Classifications

14. Minimum wages

15. Allowances

16. Superannuation

Part 5—Hours of Work and Related Matters

17. Hours of work

18. Breaks

19. Overtime

20. Shiftwork

Part 6—Leave and Public Holidays

21. Annual leave

22. Personal/carer’s leave

23. Compassionate leave

24. Parental leave

25. Community service leave

26. Other leave

27. Public holidays

Schedule A—Classifications

Part 1—Application and Operation

1. Title

2. Commencement

3. Definitions and interpretation

4. Coverage

5. Access to the award and the National Employment Standards

6. The National Employment Standards and this award

7. Award flexibility

1. Title

This award is the GrainCorp Country Operations Award 2015.

2. Commencement

This modern enterprise award commences on 14 December 2015.

3. Definitions and interpretation

3.1 Definitions

      In this award,unless the contrary intention appears:

      Act means the Fair Work Act 2009 (Cth)

      country operations means the receipt,storage and dispatching of grain in bulk at GrainCorp’s sites other than terminals and bulk loading plants located at or adjacent to a wharf;

      employee means a national system employee within the meaning of the Act

      GrainCorp means GrainCorp Operations Limited (ABN 52 003 875 401);and

      NES means the National Employment Standards as contained in the Act

3.2 Operation

      (a) Where this award refers to a condition of employment provided for in the NES,the NES definition applies.

      (b) This award shall supersede all enterprise awards covering GrainCorp,but no rights,obligations or liabilities incurred or accrued under any such awards will be affected by such supersession,with respect to allowable award matters only.

4. Coverage

4.1 The enterprise to which this award relates is the country operations part of GrainCorp’s business (Enterprise).

4.2 This award covers:

      (a) GrainCorp,including any successor,assignee or transmittee (whether immediate or not) to or of the Enterprise,including a corporation that has acquired or taken over the Enterprise;and

      (b) employees of GrainCorp employed in the classifications described in Schedule A of this award to the exclusion of any other award and does not include employees employed to perform maintenance and port duties.

4.3 This award does not apply to employees who are covered by the Stevedoring Industry Award 2010,the Manufacturing and Associated Industries and Occupations Award 2010 or the Food Beverage and Tobacco Manufacturing Award 2010.

5. Access to the award and the National Employment Standards

GrainCorp must ensure that copies of this award and the NES are available to all employees covered by this award either on a noticeboard which is conveniently located at or near the workplace or through electronic means,whichever makes them more accessible.

6. The National Employment Standards and this award

The NES and this award contain the minimum conditions of employment for employees covered by this award.

7. Award flexibility

7.1 Notwithstanding any other provision of this award,GrainCorp and an individual employee may agree to vary the application of certain terms of this award to meet the genuine individual needs of GrainCorp and the individual employee. The terms GrainCorp and the individual employee may agree to vary the application of are those concerning:

      (a) arrangements for when work is performed;

      (b) overtime rates;

      (c) penalty rates;

      (d) allowances;and

      (e) leave loading.

7.2 GrainCorp and the individual employee must have genuinely made the agreement without coercion or duress. An agreement under this clause can only be entered into after the individual employee has commenced employment with GrainCorp.

7.3 The agreement between GrainCorp and the individual employee must:

      (a) be confined to a variation in the application of one or more of the terms listed in clause 7.1;and

      (b) result in the employee being better off overall than the employee would have been if no individual flexibility agreement had been agreed to at the time the agreement is made.

7.4 The agreement between GrainCorp and the individual employee must also:

      (a) be in writing,name the parties to the agreement and be signed by GrainCorp and the individual employee and,if the employee is under 18 years of age,the employee’s parent or guardian;

      (b) state each term of this award that GrainCorp and the individual employee have agreed to vary;

      (c) detail how the application of each term has been varied by agreement between GrainCorp and the individual employee;

      (d) detail how the agreement results in the individual employee being better off overall in relation to the individual employee’s terms and conditions of employment;and

      (e) state the date the agreement commences to operate.

7.5 GrainCorp must give the individual employee a copy of the agreement and keep the agreement as a time and wages record.

7.6 Except as provided in clause 7.4(a),the agreement must not require the approval or consent of a person other than GrainCorp and the individual employee.

7.7 GrainCorp seeking to enter into an agreement must provide a written proposal to the employee. Where the employee’s understanding of written English is limited GrainCorp must take measures,including translation into an appropriate language,to ensure the employee understands the proposal.

7.8 The agreement may be terminated:

      (a) by GrainCorp or the individual employee giving 13 weeks’notice of termination,in writing,to the other party and the agreement ceasing to operate at the end of the notice period;or

      (b) at any time,by written agreement between GrainCorp and the individual employee.

      (c) The right to make an agreement pursuant to this clause is in addition to,and is not intended to otherwise affect,any provision for an agreement between GrainCorp and an individual employee contained in any other term of this award.

      NOTE:If any of the requirements of s.144(4) of the Fair Work Act 2009 (Cth),which are reflected in the requirements of this clause,are not met then the agreement may be terminated by either the employee or GrainCorp,giving written notice of not more than 28 days (see s145 of the Fair Work Act 2009 (Cth).

Part 2—Consultation and Dispute Resolution

8. Consultation

9. Dispute resolution

8. Consultation

8.1 Consultation regarding major workplace change

      (a) GrainCorp to notify

      (i) Where GrainCorp has made a definite decision to introduce major changes in production,program,organisation,structure or technology that are likely to have significant effects on employees,GrainCorp must notify the employees who may be affected by the proposed changes and their representatives,if any.

      (ii) Significant effects include termination of employment;major changes in the composition,operation or size of GrainCorp’s workforce or in the skills required;the elimination or diminution of job opportunities,promotion opportunities or job tenure;the alteration of hours of work;the need for retraining or transfer of employees to other work or locations;and the restructuring of jobs. Provided that where this award makes provision for alteration of any of these matters an alteration is deemed not to have significant effect.

      (b) GrainCorp to discuss change

      (i) GrainCorp must discuss with the employees affected and their representatives,if any,the introduction of the changes referred to in clause 8.1(a),the effects the changes are likely to have on employees and measures to avert or mitigate the adverse effects of such changes on employees and must give prompt consideration to matters raised by the employees and/or their representatives in relation to the changes.

      (ii) The discussions must commence as early as practicable after a definite decision has been made by GrainCorp to make the changes referred to in clause 8.1(a).

      (iii) For the purposes of such discussion,GrainCorp must provide in writing to the employees concerned and their representatives,if any,all relevant information about the changes including the nature of the changes proposed,the expected effects of the changes on employees and any other matters likely to affect employees provided that no GrainCorp is required to disclose confidential information the disclosure of which would be contrary to GrainCorp’s interests.

8.2 Consultation about changes to rosters or hours of work

      (a) Where GrainCorp proposes to change an employee’s regular roster or ordinary hours of work,GrainCorp must consult with the employee or employees affected and their representatives,if any,about the proposed change.

      (b) GrainCorp must:

      (i) provide to the employee or employees affected and their representatives,if any,information about the proposed change (for example,information about the nature of the change to the employee’s regular roster or ordinary hours of work and when that change is proposed to commence);

      (ii) invite the employee or employees affected and their representatives,if any,to give their views about the impact of the proposed change (including any impact in relation to their family or caring responsibilities);and

      (iii) give consideration to any views about the impact of the proposed change that are given by the employee or employees concerned and/or their representatives.

      (c) The requirement to consult under this clause does not apply where an employee has irregular,sporadic or unpredictable working hours.

      (d) These provisions are to be read in conjunction with other award provisions concerning the scheduling of work and notice requirements.

9. Dispute resolution

9.1 In the event of a dispute about a matter under this award,or a dispute in relation to the NES,in the first instance the parties must attempt to resolve the matter at the workplace by discussions between the employee or employees concerned and the relevant supervisor. If such discussions do not resolve the dispute,the parties will endeavour to resolve the dispute in a timely manner by discussions between the employee or employees concerned and more senior levels of management as appropriate.

9.2 If a dispute about a matter arising under this award or a dispute in relation to the NES is unable to be resolved at the workplace,and all appropriate steps under clause 9.1 have been taken,a party to the dispute may refer the dispute to the Fair Work Commission.

9.3 The parties may agree on the process to be utilised by the Fair Work Commission including mediation,conciliation and consent arbitration.

9.4 Where the matter in dispute remains unresolved,the Fair Work Commission may exercise any method of dispute resolution permitted by the Act that it considers appropriate to ensure the settlement of the dispute.

9.5 GrainCorp or the employee(s) may appoint another person,organisation or association to accompany and/or represent them for the purposes of this clause.

9.6 While the dispute resolution procedure is being conducted,work must continue in accordance with this award and the Act. Subject to applicable occupational health and safety legislation,an employee must not unreasonably fail to comply with a direction by GrainCorp to perform work,whether at the same or another workplace,which is safe and appropriate for the employee to perform.

Part 3—Types of Employment and Termination of Employment

10. Types of employment

11. Termination of employment

12. Redundancy

10. Types of employment

10.1 Engagement of employees

      An employee is to be engaged as a full-time,part-time or casual employee.

10.2 Full-time employment

      (a) A full-time employee is an employee who works an average of 38 ordinary hours per week.

      (b) A full-time employee is engaged and paid by the week.

10.3 Part-time employment

      (a) GrainCorp may employ part-time employees in any classification in this award.

      (b) A part-time employee is an employee who:

      (i) works fewer than full-time hours of 38 per week;

      (ii) has reasonably predictable hours of work;and

      (iii) receives,on a pro rata basis,equivalent pay and conditions to those of full-time employees who do the same kind of work.

      (c) At the time of engagement GrainCorp and the part-time employee will agree in writing on the regular pattern of work specifying at least the hours worked each day which days of the week the employee will work and the actual starting and finishing times each day.

      (d) Any agreed variation to the regular pattern of work will be recorded in writing.

      (e) GrainCorp is required to roster a part-time employee for a minimum of three consecutive hours on any shift.

      (f) All time worked in excess of the hours as mutually arranged will be overtime and paid for at the rates prescribed in clause 19.

      (g) A part-time employee employed under the provisions of this clause must be paid for ordinary hours worked at the rate of 1/38th of the weekly rate prescribed for the classification in which they are employed.

      (h) Commencement of part-time work and return from part-time to full-time work will not break the continuity of service or employment.

      (i) An employee who does not meet the definition of a part-time employee and who is not a full-time employee will be paid as a casual employee in accordance with clause 10.4.

10.4 Casual employment

      (a) A casual employee is one engaged by the hour and paid as such and will be guaranteed not less than four hours’engagement every start.

      (b) Casual work will be paid for at the ordinary wage rate with an addition of 25%.

11. Termination of employment

11.1 National Employment Standards

      Notice of termination is provided for in the NES.

11.2 Notice of termination by an employee

      The notice of termination required to be given by an employee is the same as that required of GrainCorp except that there is no requirement on the employee to give additional notice based on the age of the employee concerned. If an employee fails to give the required notice GrainCorp may withhold from any monies due to the employee on termination under this award or the NES,an amount not exceeding the amount the employee would have been paid under this award in respect of the period of notice required by this clause less any period of notice actually given by the employee.

11.3 Job search entitlement

      Where GrainCorp has given notice of termination to an employee,an employee must be allowed up to one day’s time off without loss of pay for the purpose of seeking other employment. The time off is to be taken at times that are convenient to the employee after consultation with GrainCorp.

12. Redundancy

12.1 Redundancy pay

      Redundancy pay is provided for in the NES.

12.2 Transfer to lower paid duties

      Where an employee is transferred to lower paid duties by reason of redundancy,the same period of notice must be given as the employee would have been entitled to if the employment had been terminated and GrainCorp may,at GrainCorp’s option,make payment instead of an amount equal to the difference between the former ordinary time rate of pay and the ordinary time rate of pay for the number of weeks of notice still owing.

12.3 Employee leaving during notice period

      An employee given notice of termination in circumstances of redundancy may terminate their employment during the period of notice. The employee is entitled to receive the benefits and payments they would have received under this clause had they remained in employment until the expiry of the notice,but is not entitled to payment instead of notice.

12.4 Job search entitlement

      (a) An employee given notice of termination in circumstances of redundancy must be allowed up to one day’s time off without loss of pay during each week of notice for the purpose of seeking other employment.

      (b) If the employee has been allowed paid leave for more than one day during the notice period for the purpose of seeking other employment,the employee must,at the request of GrainCorp,produce proof of attendance at an interview or they will not be entitled to payment for the time absent. For this purpose a statutory declaration is sufficient.

      (c) This entitlement applies instead of clause 11.3.

Part 4—Minimum Wages and Related Matters

13. Classifications

14. Minimum wages

15. Allowances

16. Superannuation

13. Classifications

The classifications under this award are set out in Schedule A—Classifications.

14. Minimum wages

[Varied by PR579964,PR592240,PR606464,PR707579]

14.1 Minimum wages rates

[14.1 varied by PR579964,PR592240,PR606464,PR707579 ppc 01Jul19]

      Minimum wage rates for ordinary hours worked by an employee will be:

      Classification

    $ per week

      GRADE 1

      Grade 1.1

    801.80

      Grade 1.2

    818.40

      GRADE 2

      Grade 2.1

    851.80

      Grade 2.2

    876.80

      GRADE 3

      Grade 3.1

    901.80

      Grade 3.2

    921.90

      GRADE 4

      Grade 4.1

    941.80

      Grade 4.2

    951.90

      GRADE 5

      Grade 5.1

    962.00

      Grade 5.2

    971.60

14.2 Higher duties

      If an employee is directed by GrainCorp to carry out duties at a higher classification for any period of time,the employee will receive the rate of pay applicable to such higher paid position for the time worked in such higher classification,provided that where the period of relief exceeds two hours,payment of the higher rate will be made for the whole day or shift.

15. Allowances

[Varied by PR579745,PR592390,PR606614,PR704149,PR707790]

15.1 Camping allowance

[15.1(a) varied by PR579745,PR592390,PR606614,PR704149,PR707790 ppc 01Jul19]

      (a) When an employee is required by GrainCorp to work at a place which is not their normal place of employment,and this requires the employee to remain away from their home or normal place of residence overnight,GrainCorp shall provide the employee with accommodation. GrainCorp shall also provide the employee with meals or pay the employee the following allowances per day:

      (i) breakfast –$21.77;

      (ii) lunch –$27.21;and

      (iii) dinner –$48.97.

      (b) No employee will be required to camp for any period which would necessitate being absent from their home or normal place of residence for more than 12 consecutive nights in any one pay period. Where an employee has been absent from home base for 12 consecutive nights,that employee will be returned to home base for a minimum of one night.

15.2 Travelling allowance

      (a) Where on any day an employee is required to work at a site other than the employee's normal place of employment,move from one work site to another,or travel to a site to which GrainCorp has directed that employee to camp,travel will be in GrainCorp’s time and at GrainCorp’s expense.

      (b) Payment for travelling under this clause will be made as follows:

      (i) ordinary hours on any one day - ordinary time;

      (ii) up to two hours in excess of ordinary hours on any one day—time and a half;and

      (iii) in excess of two hours over the ordinary hours on any one day—time and a half for the first two hours and double time thereafter.

      (c) Where an employee has already commenced on overtime at a site other than the employee's normal place of employment,and is then directed to return to the employee’s normal place of employment,payment will continue to be made on overtime rates until such time as the employee reaches their normal place of employment.

15.3 Mileage allowance

      Employees authorised and required to use their own vehicle for work purposes will receive an allowance of $0.78 per kilometre for the distance actually covered on GrainCorp’s business.

15.4 Industry allowance

      (a) All employees will be paid an industry allowance of 5% of the Grade 3.1 minimum wage rate per week to compensate for exposure to dust and noxious substances associated with work in the Grain industry.

      (b) The industry allowance is paid for all purposes and is included in the rate of pay when calculating any penalties or loadings or payment while they are on annual leave.

15.5 Protective clothing

      Where an employee is required to wear protective clothing and equipment,and GrainCorp does not provide such protective clothing and equipment,GrainCorp will reimburse the employee for the cost of purchase,maintenance,and replacement of such protective clothing and equipment.

15.6 First aid allowance

      An employee,qualified to St John Ambulance standard or equivalent,if requested to act as the first aid attendant will be paid an allowance of 1.8% of the Grade 3.1 minimum wage rate per week in addition to their ordinary rate of pay.

15.7 Variations to allowances

      At the time of any adjustment to the Grade 3.1 rate,the allowance in clause 15.1(a) and the allowance in clause 15.3 will be increased by the relevant adjustment factor. The relevant adjustment factor for this purpose is the percentage movement in the take away and fast foods sub-group for clause 15.1(a) and the private motoring sub-group for clause 15.3 consumer price index figure most recently published by the Australian Bureau of Statistics (Cat No. 6401.0) since each of those allowances were last adjusted.

16. Superannuation

16.1 Superannuation legislation

      (a) Superannuation legislation,including the Superannuation Guarantee (Administration) Act 1992 (Cth),the Superannuation Guarantee Charge Act 1992 (Cth),the Superannuation Industry (Supervision) Act 1993 (Cth) and the Superannuation (Resolution of Complaints) Act 1993 (Cth),deals with the superannuation rights and obligations of GrainCorp and employees. Under superannuation legislation individual employees generally have the opportunity to choose their own superannuation fund. If an employee does not choose a superannuation fund,any superannuation fund nominated by GrainCorp covering the employee applies.

      (b) The rights and obligations in these clauses supplement those in superannuation legislation.

16.2 GrainCorp contributions

      (a) GrainCorp must make such superannuation contributions to a superannuation fund for the benefit of an employee as will avoid GrainCorp being required to pay the superannuation guarantee charge under superannuation legislation with respect to that employee.

      (b) GrainCorp must make such superannuation contributions to a superannuation fund that is an eligible choice fund and offers a MySuper product.

16.3 Voluntary employee contributions

      (a) Subject to the governing rules of the relevant superannuation fund,an employee may,in writing,authorise GrainCorp to pay on behalf of the employee a specified amount from the post-taxation wages of the employee into the same superannuation fund as GrainCorp makes the superannuation contributions provided for in clause 16.2.

      (b) An employee may adjust the amount the employee has authorised GrainCorp to pay from the wages of the employee from the first of the month following the giving of three months’written notice to GrainCorp.

      (c) GrainCorp must pay the amount authorised under clauses 16.3(a) or (b) no later than 28 days after the end of the month in which the deduction authorised under clauses 16.3(a) or (b) was made.

Part 5—Hours of Work and Related Matters

17. Hours of work

18. Breaks

19. Overtime

20. Shiftwork

17. Hours of work

17.1 Ordinary hours of work

      (a) The ordinary hours of work will be 38 hours per week Monday to Friday inclusive.

      (b) The ordinary hours of work shall not exceed 10 on any day,provided that where the ordinary hours are to exceed eight on any day the arrangement of hours shall be subject to agreement between GrainCorp and the majority of employees concerned.

17.2 Spread of hours and rostering

      (a) Ordinary hours will be worked between 6.00 am and 6.00 pm,Monday to Friday. The ordinary hours will be worked continuously except for meal breaks.

      (b) The spread of hours may be altered by agreement between GrainCorp and the majority of employees concerned at the particular work site and any hours worked within that spread of hours will be deemed to be part of the ordinary hours for the purpose of this clause.

      (c) Subject to clause 8.2,in rostering the ordinary hours to be worked by an employee on any one day GrainCorp will:

      (i) as a minimum,consult and provide the employee with notice by the finishing time (inclusive of any overtime worked) on the preceding day of the starting time and ordinary hours to be worked the next day;

      (ii) have the right to reduce the ordinary hours to be worked on any one day to a minimum of five hours provided that notice is given to the employee no later than four hours from the starting time of ordinary hours on that day;

      (iii) have the right to increase the ordinary hours rostered to be worked on any one day provided that notice is given to the employee at any time up to the rostered finishing time;

      (iv) have the right to cancel a shift of ordinary hours already notified to an employee providing notice of such cancellation is given to the employee at the commencement of the preceding day;

      (v) not require the employee to work more than two separate shifts of five hours ordinary time in any fortnightly cycle or more than four separate shifts of five hours ordinary time in any monthly cycle;

      (vi) ensure that the employee has a minimum break of nine consecutive hours between the ceasing time on one day and the commencing time on the following day.

      (d) In the event of any dispute arising regarding the implementation of clause 17.2(c),the parties will follow clause 9Dispute resolution and the status quo will remain until the resolution of the dispute.

      (e) Each employee who is available and ready for work (excluding periods of approved leave) on each of the five working days in a week is guaranteed a minimum payment of 38 hours ordinary time for that week.

      (f) The option will be available on a region by region basis to work ordinary hours over the period Monday to Sunday. Before this option can be exercised in any one region a majority of employees working in that region must give their agreement to it. For this purpose,the employees will,when requested by GrainCorp,hold meetings in the various regions to determine the issue.

      (g) Where agreement has been reached in terms of clause 17.2(f) above,an employee who works ordinary hours on a Saturday or Sunday,in addition to payment for ordinary hours,will receive additional payment as follows:

      (i) Saturday –50% loading for the first two hours then 100% loading thereafter;and

      (ii) Sunday –100% loading for all hours.

      (h) Employees required to work on a Saturday,Sunday or public holiday will be paid for a minimum of four hours work.

17.3 Rostered days off

      (a) For each eight ordinary hours worked,an employee will accrue 0.4 hours towards a rostered day off.

      (b) In an emergency situation GrainCorp may require any employee to postpone a rostered day off.

      (c) In situations other than emergencies the requirement to work on a rostered day off will be consistent with reasonable overtime and any employee required to work on their rostered day off will,in addition to accrued entitlements for the rostered day off,be paid overtime rates as prescribed for overtime performed on a week day under clause 19 of this award.

18. Breaks

18.1 Meal breaks

      (a) During the course of day work or when shift work is being worked,an unpaid meal break of 30 minutes will be taken during the course of the day or each shift as the case may be.

      (b) No employee will be required to work longer than five hours (or as soon as practicable after five hours) without a break for a meal.

18.2 Rest breaks

      A paid rest break during the morning and afternoon of ten minutes each will be allowed to each employee at a time to be arranged by GrainCorp.

18.3 Staggering of breaks

      Meal and rest breaks shall be staggered so that the site may operate continuously during each shift

19. Overtime

19.1 Payment for overtime

      (a) Where an employee on any one day works in excess of or outside ordinary hours rostered for that day,payment for such excess hours will be at the following rates:

      (i) time and a half for the first two hours and double time thereafter where the excess hours are worked Monday to Friday and Saturday (before 12 noon);

      (ii) double time where the excess hours are worked on Saturday (after 12 noon) or Sunday;and

      (iii) double time and a half where the excess hours are worked on a public holiday.

      (b) All overtime is to be based and calculated on a basis of each completed unbroken period of overtime. Payment will only be made for time actually worked.

      (c) Overtime will be calculated on a daily basis.

      (d) In calculating a casual employee’s entitlement in respect of overtime,the rate of pay will be calculated on the basis of the employee’s relevant minimum wage rate in clause 14.1 plus the industry allowance in clause 15.4 x the relevant overtime loading + the employee’s minimum wage rate in clause 14.1 x 25% pursuant to clause 10.4(b)

19.2 Breaks

      (a) Where an employee is required to work at least 1.5 hours of overtime after working ordinary hours,the employee will,before starting such overtime,be entitled to a 30 minute break paid for at ordinary rates.

      (b) After each four consecutive hours of overtime worked an employee who is to continue working overtime will be entitled to a 30 minute break paid for at overtime rates.

19.3 Rest period after overtime

      (a) Where an employee works so much overtime that there are fewer than ten hours between finishing overtime on one day and commencing ordinary work on the next day,the employee will be released until the employee has had at least nine consecutive hours off without loss of pay for ordinary working time occurring during such absence.

      (b) If,on the instructions of GrainCorp,an employee resumes work or continues work without having had ten consecutive hours off duty,the employee will be paid at the rate of double time until released from duty and will then be absent until the employee has had ten consecutive hours off duty without loss of pay for ordinary working time occurring during such absence.

19.4 Call back

      Where an employee is recalled to duty after having completed the ordinary hours for that day,that employee will be paid at the appropriate overtime rate for that day,for a minimum of four hours.

19.5 Transport after overtime

      Where an employee after having worked overtime finishes work at a time when reasonable means of transport are not available,GrainCorp will provide the employee with transport to their home or the nearest public transport.

20. Shiftwork

20.1 Definitions

      The following definitions apply to this clause:

      (a) Afternoon shift means a shift finishing after 6.00 pm and at or before midnight.

      (b) Night shift means a shift finishing after midnight and at or before 6.00 am.

20.2 Requirement to work shiftwork

      Employees may be required to work shift work at nominated work sites where it is necessary to meet customer requirements or it is not practicable to carry out operations without shiftwork.

20.3 Shift arrangements

      (a) Shift work will operate as follows:five shifts of eight hours worked time,rostered over the period Monday to Sunday inclusive. The five shifts are to be worked on five consecutive days within any seven day period.

      (b) On each shift,0.4 of the first hour worked will accumulate and be taken as a rostered day off.

20.4 Shift allowances

      (a) An employee while on afternoon shift will be paid for such shift 15% more than the employee’s ordinary rate.

      (b) An employee while on night shift will be paid for such shift 30% more than the employee’s ordinary rate.

      (c) All time worked by a shiftworker between midnight on Friday and midnight on Saturday will be paid at time and a half.

      (d) All time worked by a shiftworker between midnight on Saturday and midnight on Sunday will be paid at double time.

      (e) All time worked by a shiftworker on a public holiday will be paid at double time and a half.

      (f) All time worked by a shiftworker in excess of the ordinary hours will be paid for at double time.

20.5 Setting and alteration of shift roster

      (a) GrainCorp will advise employees of its intention to implement shift rosters by providing 48 hours’notice,unless otherwise agreed by GrainCorp and the affected employees at the particular work site.

      (b) Where it becomes necessary to vary shift rosters in place they may be so varied with 24 hours’notice.

Part 6—Leave and Public Holidays

21. Annual leave

22. Personal/carer’s leave

23. Compassionate leave

24. Parental leave

25. Community service leave

26. Other leave

27. Public holidays

21. Annual leave

21.1 An employee’s entitlement to annual leave is provided for in the NES.

21.2 In addition to the leave prescribed in clause 21.1,shiftworkers who are rostered to work regularly on Sundays and public holidays are entitled to five weeks of paid annual leave.

21.3 In addition to the leave prescribed in clause 21.1,where an employee works a Sunday as ordinary hours under clause 17.2(e) that employee is entitled to half a day of leave for each such day worked.

21.4 The rate of pay for annual leave is the employee’s rate of pay at the time the employee takes the annual leave,plus 17.5% of that rate. Where the employee would have received shift loadings had the employee not been on leave during the relative period,and such loadings would have entitled such employee to a greater amount than the 17.5% loading,then the shift loadings will be added to the employee’s ordinary pay instead of the annual leave loading.

22. Personal/carer’s leave

Personal/carer’s leave is provided for in the NES.

23. Compassionate leave

Compassionate leave is provided for in the NES.

24. Parental leave

Parental leave is provided for in the NES.

25. Community service leave

Community service leave is provided for in the NES.

26. Other leave

Where an employee applies for leave for a purpose for which provision is not made in any other part of this award,and that purpose is one for which GrainCorp considers leave should be granted,then such unpaid leave shall be granted.

27. Public holidays

27.1 Entitlement

      Employees are entitled to:

      (a) the public holidays provided for in the NES;and

      (b) an additional day of leave at a time agreed between GrainCorp and the employee.

27.2 Substitution of certain public holidays by agreement

      GrainCorp and its employees may agree to substitute another day for any public holiday prescribed in the NES. For this purpose,the consent of the majority of affected employees will constitute agreement.

27.3 Rostered day off falling on a public holiday

      An employee who by the circumstances of the arrangement of their ordinary hours of work is entitled to a rostered day off which falls on a public holiday prescribed by this clause,will be granted an alternative day off to be determined by mutual agreement between GrainCorp and the employee.

Schedule A—Classifications

Role definition

Grade 1

 

Generally a new recruit to the industry who performs simple or routine tasks essentially of a manual nature and to the level of their training. Exercises minimal skills,knowledge and decision making.

General description

The employee must demonstrate over a period of engagement good work ethics,attitude &behaviour.

Supervision (own and of others)

Works under direct supervision (either individually or in a team environment) and is given regular direction or guidance and whose results are constantly monitored

Responsibility

Works in accordance with standard operating procedures and established criteria

Discretion

Exercises minimal discretion within their level of skill and training
takes responsibility for own actions

Degree of autonomy

Works in accordance with standard operating procedures and established criteria

Quality

Understands and undertakes basic quality control/assurance procedures including the ability to recognise basic quality deviations/faults

Communication,Customer Service &Relations

Provides good customer service and represents GNC values
Treats customers with respect
Works cooperatively with internal and external customers
Presents general information coherently and succinctly

Safety

Demonstrates an awareness of company safety regulations and policies
Follows safe work practices and can report workplace hazards
Completes a risk analysis on all activities –TAKE 5

Indicative Task

After adequate instruction,the employee may be required to undertake any task(s) listed below

An employee at this level would normally perform the following indicative tasks

Grade 1.1

 

Provides customer service

 

Contribute to Workplace Health &Safety

 

Has a basic knowledge of quality systems

 

Maintains acceptable hygiene standards

 

Is able to receive trucks to mobile equipment or hoppers

 

PEST CONTROL –Assist in shed,silo and bunker fumigations

Grade 1.2

 

Is able to load rail wagons &trackside safety

 

Is able to perform domestic outturn to road

 

Is able to intake grain into temporary storage

 

Is able to outturn grain to temporary storage

 

Is able to operate the weighbridge (General)

 

Is able to maintain depot hygiene

 

Is able to outturn seed

 

Operate portable equipment (including tripper operation)

 

Safety Committee Member

 

Basic computer skills of data entry

Indicative jobs

 

Grain handler

Qualifications

 

Car drivers licence

Role definition

Grade 2

An employee at this grade possesses skills but performs work above and beyond the skills of an employee at Grade 1 and to the level of their skills,competence and training:

General description

An employee at this grade has an understanding of GrainCorp's operations in order to perform key tasks

Supervision (own and of others)

Works under routine supervision either individually or in a team environment

Responsibility

Is responsible for the quality of their own work subject to routine supervision
Accepts responsibility for performing more complex and multiple tasks

Discretion

Exercises minimal discretion within their level of skill and training
takes responsibility for own actions

Degree of autonomy

Is able to identify problems and report to their supervisor

Quality

understands and undertakes quality control/assurance procedures including the ability to recognise quality deviations/faults

Communication,Customer Service &Relations

Is able to receive and provide information to internal and external customers with clarity and precision
Is able to communicate clearly and follow up in providing information
Works cooperatively with internal and external customers

Safety

Demonstrates an awareness of company safety regulations and policies
Follows safe work practices and can report workplace hazards
Completes a risk analysis on all activities –TAKE 5

Indicative Tasks

After adequate instruction,the employee may be required to undertake any task(s) listed below

An employee at this level would normally perform the following indicative tasks

Grade 2.1

 

Is able to operate a weighbridge (harvest)

 

Is competent in sampling &assessing

 

Is able to apply harvest chemicals

 

Is able to operate plant including:Auger / Agrivac / Loader / Forklift / Bobcat

 

Is able to operate grain storages (less than 5,000 tonnes)

 

Has basic computer skills –data entry,day to day operations,end of day inputs

 

Seal storages/Insert blankets

 

Training towards PCO assistant

 

Clean and maintain pesticide pumps

 

Has basic computer skills –data entry,day to day operations,end of day inputs

Grade 2.2

 

Weighbridge operator (harvest &administration)

 

Sampling &assessing (with experience)

 

Able to complete e-learning (on-line) training courses with supervision

 

PEST CONROL –Can complete pest control tasks as above but with verbal communication only,not sight &sound

 

TRUCK DRIVER –Perform truck driving duties as directed by Operations Manager i.e. transport loaders,tractors etc.

Indicative jobs

 

Weighbridge operator

 

Plant operator

 

PCO assistant

 

Sampler

Qualifications

Licenses/Certificates/Trainings - Requirements may not be mandatory but recommended for each grade

 

Forklift license

 

Sampling &Assessing

 

Loader license

 

Bobcat license (as applicable)

 

Confined spaces

 

Track Safety Awareness training

 

Modified Vehicle Movement training

 

First Aid training

 

Truck License –HR Class

Role definition

Grade 3

An employee at this grade performs work above and beyond the skills of an employee at Grade 2 and to the level of their skills,competence and training:

General description

An employee at this grade works from complex instructions and procedures and acts in a team leader capacity

Supervision (own and of others)

Co-ordinates work in a team environment or works individually under general supervision
Communicates clearly with team members

Responsibility

Is responsible for assuring the quality of their own work and that of others
Accepts responsibility for performing more complex and multiple tasks

Discretion

May require individual judgment and initiative within established operational guidelines or with guidance

Degree of autonomy

May be required to work alone,lead work teams and/or coordinate,supervise and /or train new employees

Quality

Understands and undertakes high level quality control/assurance procedures including the ability to recognise high level quality deviations/faults

Communication,Customer Service &Relations

Is able to receive and provide information to internal and external customers with clarity and precision.
Is able to communicate clearly and follow up in providing information
Works cooperatively with internal and external customers

Safety

Follows safe work practices and can report workplace hazards
Completes a risk analysis on all activities –TAKE 5
Develop and implement SWIs
Role models safe work practices

Indicative Tasks

After adequate instruction,the employee may be required to undertake any task(s) listed below

An employee at this level would normally perform the following indicative tasks (CORE)

Grade 3.1

 

Classifier (Classification competency only during intake and sampling &testing on outturn)

 

Performs the tasks associated with a Grain Drier

 

Is able to operate grain storages (more than 5,000 tonnes)

 

Conducts training and or supervision for employees in relation to on the job training

 

Basic computer skills in Microsoft packages –Outlook,Word and Excel

 

Is able to use the company intranet

 

Able to complete e-learning (on-line) training courses with no or little supervision

 

PEST CONTROL –Holds the appropriate fumigation licenses to act as a fumigator

Set up and operate Siroflo

Fumigate sealed storages

Fumigate bunkers

Set up and calibrate pesticide pumps

Gas monitoring

Grade 3.2

 

Team Leader (permanent &temporary storages)

 

Site supervisor is able to supervise site in a team leader capacity

 

Sampler (Classification competency only during intake and sampling &testing on outturn)

 

Seed grader (basic)

 

Computer skills so as to be able to input data for stocktake

 

Assist other employees in e-learning (on-line) training modules using company resources

 

PEST CONTROL –Performs all fumigation tasks listed in Grade 3.1 with experience &proficiency

 

TRUCK DRIVERS –Disassemble &assemble grain handling equipment i.e. Lobstar's,grain stackers etc. Place equipment at sites using crane

Operate vehicle loading crane to assist maintenance staff

Indicative jobs

 

Team leader

 

Fumigator

 

Sampler

Qualifications

Licenses/Certificates/Trainings - Requirements may not be mandatory but recommended for each grade

 

Fumigation Licenses:PRM / PM06B / PRM / PM11B

 

Crane operator

 

Doggers &Riggers license

 

Vehicle Loading Crane license

 

Truck License –HR Class

Role definition

Grade 4

An employee at this grade performs work above and beyond the skills of an employee at Grade 3 and to the level of their skills,competence and training:

General description

An employee at this grade works as a site supervisor of small sites with a limited number of employees

Supervision (own and of others)

Is capable of performing efficiently without supervision any tasks reasonably required of them
Acts in a supervisory capacity of site operations and employees
Exercises extensive skills,knowledge and decision making
Communicates clearly with team members

Responsibility

Is responsible for all site operations
Takes personal responsibility for achieving results

Discretion

May require individual judgment and initiative within established operational guidelines or with minimal guidance

Degree of autonomy

Is required to work alone,lead work teams and/or coordinate,supervise and/or train new employees
Exercises extensive skills,knowledge and decision making

Quality

Understands and undertakes high level quality control/assurance procedures including the ability to recognise and resolve quality deviations/faults

Communication,Customer Service &Relations

Is able to receive and provide information to internal and external customers with clarity and precision.
Is able to communicate clearly and follow up in providing information
Works cooperatively with internal and external customers
Provides team members with feedback as to performance and behaviour

Safety

Follows safe work practices and can report workplace hazards
Develop and implement SWIs
Role models safe work practices
Ensures team adheres to safe work practices
Proactively identifies and identifies workplace hazards

Indicative Tasks

After adequate instruction,the employee may be required to undertake any task(s) listed below

An employee at this level would normally perform the following indicative tasks (CORE)

Grade 4.1

 

Seed grader (advanced)

 

Acts as a Team Leader (permanent &temporary storage more than 5 workers,person assumes overall responsibility for worker output –reports to Site Manager)

 

Is expected to supervise site operations –small site

 

Conducts formal training and assessment of others in an instructor lead delivery style with material supplied by the company

 

Intermediate level of computer knowledge in Microsoft packages –Outlook,Word and Excel

 

Able to complete e-learning (on-line) training courses without supervision

 

PEST CONTROL –Holds the position PCO/team leader

Maintains pest control documentation

Is capable of fumigating all storages

Conducts hygiene inspections

Conducts bunker inspections

Is capable of transporting pesticides safely

Collecting grain samples for residue testing

 

TRUCK DRIVERS –Perform all tasks listed in Grades 2.2 &3.2

Transport larger grain handling equipment on articulated vehicle

Grade 4.2

 

Consistently performs at an 'above target' level in annual performance reviews as a 4.1

 

Able to lead and train others in e-learning (on-line) training modules

Indicative jobs

 

PCO

 

Team leader

 

Site manager

 

Site supervisor

Qualifications

Licenses/Certificates/Trainings - Requirements may not be mandatory but recommended for each grade

 

Truck License –Articulated vehicles –HC Class

 

Fumigation Licenses PRM PM05B PRM PM18B

 

Doggers &Riggers license

 

Vehicle Loading Crane license

 

Wide Load Pilot Operators license

Role definition

Grade 5

An employee at this grade performs work above and beyond the skills of an employee at Grade 4 and to the level of their skills,competence and training:

General description

An employee at this grade works as a site supervisor of large/primary sites and is able and expected to relieve the duties of a GSM on a temporary basis

Supervision (own and of others)

Is capable of performing efficiently without supervision any tasks reasonably required of them
Acts in a supervisory capacity of site operations and employees
Exercises extensive skills,knowledge and decision making
Communicates clearly with team members

Responsibility

Is responsible for all site operations
Takes personal responsibility for achieving results

Discretion

May require individual judgment and initiative within established operational guidelines or with minimal guidance

Degree of autonomy

Is required to work alone,lead work teams and/or coordinate,supervise and/or train new employees
Exercises extensive skills,knowledge and decision making

Quality

Understands and undertakes high level quality control/assurance procedures including the ability to recognise and resolve quality deviations/faults

Communication,Customer Service &Relations

Is able to receive and provide information to internal and external customers with clarity and precision
Is able to communicate clearly and follow up in providing information
Works cooperatively with internal and external customers
Provides team members with feedback as to performance and behaviour

Safety

Follows safe work practices and can report workplace hazards
Develop and implement SWIs
Role models safe work practices
Ensures team adheres to safe work practices
Proactively identifies and identifies workplace hazards

Indicative Tasks

After adequate instruction,the employee may be required to undertake any task(s) listed below

An employee at this level would normally perform the following indicative tasks (CORE)

Grade 5.1

 

Is expected to supervise site operations –large/primary site

 

Is multi skilled in grain handling competencies

 

Is able to design and interpret a higher level of electronic documents

 

PEST CONTROL –Is competent in the use of the HDS800 fumigation equipment following required training from the manufacturer

 

TRUCK DRIVERS –Perform all tasks listed in Grades 2.2,3.2 &4

Drive truck in “B”Double or Road Train Configuration

Drive truck with trailer extended to transport grain stackers between sites

Grade 5.2

 

Consistently performs at an 'above target' level in annual performance reviews as a 5.1

Indicative jobs

 

Senior site supervisor / Senior site manager

Qualifications

Licenses/Certificates/Trainings - Requirements may not be mandatory but recommended for each grade

 

Doggers &Riggers license

 

Truck license –Multiple Combination –MC Class

 

Vehicle Loading Crane license

 

Wide Load Pilot Operators license

   

About this document
(1)
Code:
MA000138
Title:
GrainCorp Country Operations Award 2015
Effective:
20 Jun 2019
Updated:
24 Jun 2019
Instrument Type:
Modern Award
(4)
GrainCorp Country Operations Award 2015
GrainCorp Country Operations Award 2015
GrainCorp Country Operations Award 2015
GrainCorp Country Operations Award 2015
GrainCorp Country Operations Award 2015
(1)
2 Dec 2015
(11)
Related Information
1.0.11.0 SD