WESTERN AUSTRALIAN INDUSTRIAL RELATIONS COMMISSION. Industrial Relations Act 1979. The Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union Of Workers Western Australian Branch and N S Komatsu Pty Ltd. AG 223 of 1999. NS Komatsu Perth (Service Department) Enterprise Agreement 1999. CHIEF COMMISSIONER COLEMAN. 28 February 2000. Order. HAVING heard M G Sturman on behalf of the applicant and there being no appearance on behalf of the respondent, and by consent, the Commission, pursuant to the powers conferred on it under the Industrial Relations Act, 1979, hereby orders— THAT the agreement made between the parties as lodged in the Commission on the 21st day December of 1999 entitled NS Komatsu Perth (Service Department) Enterprise Agreement 1999 in replacement of AG 3 of 1994 NS Komatsu Perth (Service Department) Enterprise Agreement 1993 and AG 207 of 1995 NS Komatsu Perth (Service Department) Enterprise Agreement 1995 which are hereby cancelled. (Sgd.) W.S. COLEMAN, [L.S.] Chief Commissioner. Schedule. 1.—TITLE This agreement shall be known as the NS Komatsu Perth (Service Department) Enterprise Agreement 1999. 2.-ARRANGEMENT 1. Title 2. Arrangement 3. State Wage Principle 4. Incidence and Parties Bound 5. Date and Period of Operation and Review 6. Relationship to Parent Award 7. Single Bargaining Unit 8. Skill Based Career- Path 9. Productivity, Efficiency Measures and Occupational Health & Safety 10. Shift Work Arrangements 11. Employee Relations Practice 12. Dispute Settlement 13. Redundancy 14. Allowances 15. Wage Increase Appendix I Signatories to Agreement 3.—STATE WAGE PRINCIPLES 1. It is a condition of this Agreement that there will not be any extra claims made for the life of this Agreement, except when consistent with a state wage case decision of the West- ern Australia Industrial Relations Commission. 2. The parties to the Agreement shall be bound by its items for the duration of the document. 3. The parties to the Agreement shall oppose any applica- tions by other parties to be joined to it. 4. The terms of this Agreement will not be used to process or obtain similar arrangements or benefits in any other enter- prise. WESTERN AUSTRALIAN INDUSTRIAL GAZETTE 567 80 W.A.I.G. 5. The provisions of this Agreement shall not operate to cause any employee a reduction in ordinary time earnings, or to cause a departure from the standards of the Western Aus- tralian Industrial Relations Commission in regard to hours of work, annual leave with pay or long service leave with pay. 4.—INCIDENCE AND PARTIES BOUND 1. This Agreement shall apply to, and be binding upon, NS Komatsu and all persons employed by NS Komatsu in its Serv- ice Department operations (approximately 100 employees), who are members or eligible to be members of The Automo- tive, Food, Metals, Engineering, Printing and Kindred Industries Union of Workers—Western Australian Branch, 1111 Hay Street, West Perth, and whose employment are cov- ered by the Metal Trades General Award. 2. The parties to this Agreement shall be— a) NS Komatsu Pty Ltd b) The Automotive, Foods, Metals, Engineering, Print- ing and Kindred Industries Union of Workers—Western Australian Branch. 3. The Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union of Workers Western Australian Branch in this Agreement shall be referred to as “the Union” and NS Komatsu as “the Company” and collectively referred to as “the parties”. 5.—DATE AND PERIOD OF OPERATION AND REVIEW 1. This Agreement shall operate from 1 July 1999 and shall remain in force for a period of 24 months being 30 June 2001. 2. The parties will jointly begin to review the Agreement 1st April 2001 with the desire to negotiate a further agreement. 6.—RELATIONSHIP TO PARENT AWARD This Agreement shall be read and interpreted wholly in con- junction with Part I of the Metal Trades (General) Award 1966, (No. 13 of 1965) provided that where there is any inconsist- ency this Agreement shall prevail. This Agreement and the Award arc to be placed on the Company notice board for all personnel to read. 7.—SINGLE BARGAINING UNIT 1. A Single Bargaining Unit has been formed. 2. The Single Bargaining Unit has held negotiations and fully agree on the terms of this Agreement. 3. The Single Bargaining Unit shall be given all informa- tion necessary to enable effective monitoring of the implementation and maintenance of the continuing improve- ment program. 8—SKILL BASED CAREER PATH 1. In conjunction with Job Redesign, a classification struc- ture, consistent with the Metal Trades (General) Award 1966, (No. 13 of 1965) has been implemented. This classification structure provides definable career paths for employees. Through appropriate training and satisfaction of the skill and competency standards for each classification level, employ- ees will be able to progress up the classification structure subject to the appointment to any wage level in the classifica- tion structure being contingent upon such additional work and skill requirement being available and requiring to be performed by the employer. Movement up the career path may involve cross skilling or further specialisation. 2. NS Komatstu is an equal opportunity employer, there- fore all advertisements for staff replacements will be displayed and advertised, not only externally, but also internally. 3. The parties have developed an interim Trade Evaluation Criteria (see appendix 1) during the development of a compe- tency skill based trade assessment. The interim criteria will be used to evaluate employees until the competency based criteria is agreed and implemented. Once the competency based assessment has been agreed all K level employees will be reassessed under the new criteria. If an employee does not meet their current K level, then that employee, will be offered on the job/off the job training over a period up to six months with monthly reviews (whilst main- taining their existing classification) to maintain their current level. If after six months an .individual employee has been given all opportunities to rectify any short falls and is still not able to maintain their current level, then the Parties will review the classification of the individual If the company fails to provide the required training, then no employee will be disadvantaged until the training is pro- vided (whilst maintaining their existing classification). 4. Training needs of individual employees will be reviewed during the Trade Assessment to ensure that the employees train- ing needs can be addressed. 5. Employees will not unreasonably refuse training courses that are relevant to their Skill Based Career Path unless there are exceptional circumstances, which need to be brought to their Workshop Manager’s attention. 9.—PRODUCTIVITY, EFFICIENCY MEASURES AND OCCUPATIONAL, HEALTH & SAFETY 1. The parties agree to monitor the following initiatives de- signed to improve performances and safety in critical areas of activity, including personnel, quality and production. Key Performance Indicators To be monitored with the view of introducing for the next EBA Target Sick leave 1.0% Labour Utilisation 80% LTIFR 15 a) The above will be graphed monthly and discussed at toolbox meetings. b) The Rework report and Labour utilisation will be discussed at the weekly Toolbox meetings and a copy of the mainframe computer print out v/ill be posted on the notice board. c) Quality Assurance—the Parties are committed to maintain and continually support, improve and de- velop the standards as already achieved. d) The Parties are committed to maintain and change work practices in order to improve safety related is- sues and monthly monitoring of lost time due to injuries will be presented. 2. Working Hours and Rostered Days Off a) In this Agreement employees will work eight hours on each working day (Monday to Friday) with (0.4) hours accruing each day to provide for a rostered day off in each four week cycle. Employees will continue to work an average of 38 hours per week, that is, three weeks of 40 hours and one week at 32 hours, a total of 19 days during a four week work cycle. The Parties recognise that the employees may be required to work a reasonable amount of over- time to meet operational requirements of the service department. b) Due to some of our customer requirements, some work may be required to be performed after the pres- ently adopted normal hours 7.00am to 3.30pm. Therefore, it may be necessary to schedule some employees to start later in the morning to be able to meet some of these customer’s requirements. Once the starting time is agreed (NS Komatsu and em- ployees) then, the first eight hours of any shift (between 6.00am and 6.00pm) will be worked and paid as normal/ordinary work hours. All hours worked in excess of these normal/ordinary work hours will be subject to the standard overtime provi- sion. c) The employee shall arrange RDOs with the agree- ment of the employer to a maximum of 5 employees off in any one day in each workshop and the agree- ment of their supervisor always ensuring appropriate work coverage for each day. d) An employee can apply for an RDO at any given time prior to the RDO being required. RDOs and part day RDOs may be taken at short notice, in spe- cial circumstances, at the Supervisor’s direction. WESTERN AUSTRALIAN INDUSTRIAL GAZETTE 80 W.A.I.G. 568 However, it is encouraged that only full days be taken. The employer may request that the employee change the RDO due to work commitments but the employee may reasonably refuse without prejudice if the employee his given a minimum of 5 working days notice for the requested RDO. Changed RDOs will be re-rostered at the employee’s convenience. e) Five RDOs can be accrued but only two consecutive days can be taken at any one time. Once six RDOs are accrued four of them will automatically be paid out at the normal single rate, leaving two only. This information is oil each individual pay slip and will be monitored monthly. 3. Absenteeism The Parties acknowledge that absenteeism due to sick days needs to be minimised, and a sustained effort by the parties will be made to maintain the target of the budgeted 1.0%. 4. Rework It is acknowledged that the level of re-work of jobs needs to be reduced. A re-work level of 1.5% or less has been agreed as an achievable level. The Parties will assist in helping to reach this target by— • Analysing all reworks at the weekly toolbox meet- ing • Maintain the training of Training Officers • Redeveloping the training programs into a compe- tency based assessment system • Maintenance of Quality Assurance Accreditation The level of re-work will be monitored and will also be a key indicator in the evaluation of the success of this Agree- ment. It is the employee’s responsibility to take measures to ensure efficiency in their section, in order to reduce the level of re-work and as a consequence, improve the level of effi- ciency, productivity and profitability. 5. Payment of Wages Employee wages will be paid by direct transfer into an em- ployee’s bank account weekly. It is to be acknowledged by the Parties that the official pay- ment day and transfer of money is the Thursday following the worked week from Monday to Sunday. 6. Morning and Afternoon Break There will be a morning break of 17 minutes duration, Em- ployees will be entitled, without ceasing ,work, to consume light refreshments at any time during the afternoon. 7. Work Processes/Procedures ‘The parties agreed that cost reductions and efficiency im- provements would be ongoing. Work practices will be reviewed and improved, where necessary via the “meetings.” The Proc- ess Improvement System to be reviewed at quarterly General Toolbox meetings. 8. Consultation To further commit the parties to a continual process of Struc- tural Workplace reform, the following agreed initiatives would be put in place— a) Weekly Safety/Toolbox meetings between Leading Hands and section workers, Tuesday am for approxi- mately 20 minutes—to be minuted b) Weekly, Supervisor/Leading Hand meetings to dis- cuss above. c) Monthly Manager/Supervisor meetings. d) Quarterly EBA Committee Review Meetings fol- lowed by Management/Worker meetings, (with General Manager in attendance when available)— first week of October, January, April, July. e) Occupational Health and Safety initiatives already in place will be regularly reviewed upgraded where necessary by the Safety Committee. 10.—SHIFT WORK ARRANGEMENTS 1. The parties agree that at certain times during the year, because of workload or emergencies, there may be a need to introduce short term afternoon or nightshifts. 2. The provision as set down in clause 15 Shift Work of the Metal Trades (General) Award (No. 13 of 1965) shall, apply in such circumstances with the exception that 15% shift al- lowance is paid on all hours worked. 3. The management shall give a minimum 24 hours prior notice to employees of any change in shift and hours of work. 4. In the event that 5 or more employees worked during the nightshirt in the Assembly/Workshop or the Component Re- build area, a temporary Leading Hand will be appointed. 11.—EMPLOYEE RELATIONS PRACTICE a) Principles 1. The parties accept and acknowledge each others structures and responsibilities, which exist within the Company. 2. Parties commit to creating a safer and more com- petitive Company in an international market place. 3. The parties will promote the development of trust and motivation within the Company. 4. Honesty, mutual respect and a business like-behav- iour will prevail at all times. Issues are to be resolved through consultation and communication, as defined in clause 14 of this agreement. 5. Every employee will be treated fairly and equitably in an environment that fosters communication, in- volvement and teamwork. 6. Counselling and discipline procedures will be fol- lowed by both parties, as outlined below. b) Counselling and Disciplinary Practice Generally, the parties envisage that in most cases of mis- conduct or poor performance (excluding instances of gross misconduct), those employees would receive 4 warnings prior to termination being considered. Where in the opinion of the management, an employee’s conduct, behaviour or work performance is unacceptable, the following procedure will be followed— At all stages of this procedure, the employee may re- quest the presence and assistance of another employee, Shop Steward or Union Official, whoever is available first in order to avoid unreasonable delay in dealing with the matter. 1. First Warning Informal verbal discussion will occur between the employee and the immediate supervisor. The Super- visor will keep a personal diary note. 2. Second Warning If the employee’s performance/behaviour does not improve, then further counseling and a formal ver- bal warning will be given. The supervisor will keep a personal diary note and a copy of this note must be sent to the employees personnel file. 3. Third Warning If the employee’s performance/behaviour remains unacceptable, the employee will be counseled by his or her Manager and a formal written warning will be issued to the employee. The written warning will clearly state the unaccept- able conduct and define what is required by the employee to remedy the problem. A copy of the warning must be sent to the employees personnel file. The employee will have the right to respond in writ- ing on the notice. 4. Fourth Warning If the employee’s performance/behaviour is still un- acceptable, the employee will be counselled further and issued with a final written warning. The written warning will state clearly that if the employee’s per- formance/behaviour and conduct does not improve then demotion or termination will occur. A copy of the warning must be sent to the employees person- nel file. 5. A warning will lapse after a 12 month period. The warning will be kept on the employee’s file for the duration of his/her employment. WESTERN AUSTRALIAN INDUSTRIAL GAZETTE 569 80 W.A.I.G. 6. Dismissal For continued unacceptable performance/behaviour, the employee will be terminated or demoted. 7. Resignation—Employee Nothing in this procedure precludes an employee from resigning in preference to termination of em- ployment or demotion. 8. Company Discretion This procedure does not affect the employer’s right to terminate an employee’s services without notice for conduct that justifies instant dismissal, includ- ing malingering, inefficiency, neglect of duty, theft. 9. Nothing in this procedure precludes the implemen- tation of the Disputes Settlement Procedure (Clause 34—Metal Trades (General) Award). 12.—DISPUTE SETTLEMENT 1. The disputes settling procedure prescribed in Clause 34.— Avoidance of Industrial Disputes of the Metal Trades (General) Award No. 13 of 1965 shall be followed. 2. In the spirit of this Agreement, consultation on problems will be given the earliest priority by all parties following the Employee Relations Practice. 3. External or internal disputes that may result in a stoppage of work will require notice be given to the Company, by the shop stewart or delegated member with a minimum of 24 hours before any such stoppage occurs. Shop Stewards and Managers will discuss the provision of a skeleton crew if required. 13.—REDUNDANCY In addition to the period of notice prescribed in paragraph (a) of subclause (2) in Clause 6.—Contract of Service, of the Metal Trades (General) Award 1966, (No. 13 of 1965), for ordinary termination, an employee whose employment is ter- minated for reasons set out in paragraph (a) of subclause (1) of Clause 32A.—Redundancy of the Metal Trades (General) Award 1966, (No.13 of 1965) shall be entitled to the follow- ing amount of severance pay in respect of a continuous period of service, in lieu of the amount prescribed in Clause 32A. The Company will call for voluntary redundancies, but re- serve the right to refuse applicants based on skill requirement. If insufficient employees volunteer, the company has the right to select the employees to be made redundant. Employees whose employment is terminated on the grounds of redundancy will be paid a severance payment in accord- ance with the following schedule— Period of Continuous Service Severance Pay Less than I year Nil I year but less than 2 years 5 weeks 2 years but less than 3 years 7 weeks 3 years but less than 4 years 8 weeks 4 years but less than 5 years 9 weeks 5 years and over 10 weeks “Weeks Pay,” means the base wage for ordinary hours of work. 14.—ALLOWANCES Meal Allowances July July 1999 2000 Breakfast—If start time is at 05:45 am $12.00 $13.00 Lunch—If away from normal place of work and only on the $10.00 $11.00 second day and thereafter Dinner—Only after working 12 hours plus ½ hour lunch break $18.00 $20.00 1. If working away from home • and meals are not provided, then after the first day, all three meal allowances are payable. • and meals are provided, then meal allowances are not payable e.g. camp accommodation including meals. 2. Where an accommodation subsidy is paid, then that is seen as the service person’s home. 3. Dinner allowance is only payable if the service person is required/scheduled to work more than 12 hours plus ½ hour lunch break. 4. In the event an employee works a rostered shift less than 12 hours and is then “called out” after such shift, the dinner allowance will be paid after this employee works more than 12 ½ hours after the start of the rostered shift. Higher Duties Allowance Any K6 and K7 employee who is evaluated as competent to act as a Temporary Team Leader for special projects will be paid the following Higher Duties Allowance. This allowance will apply for a minimum of one week. Should the period exceed one week, then the allowance will apply to every week and not part of a week. Per Week Per Hour Higher Duties Allowance $38.00 $1.00 Per Week Per Hour Leading Hand Allowance $47.50 $1.25 Field Service Note— 1. Employees from the workshop that are required in Field Service will maintain their K level and will receive Field Serv- ice Allowance. Per Week Per Hour Field Service Allowance $57.00 $1.50 Site Field Service (Permanent) 1. Works on one site only 2. Works in a Service Centre with less than five employees. Per Week Per Hour Site Field Service Permanent $66.50 $1.75 Resident Note— A Resident Service person is one who— 1. Works directly from home. 2. Takes his rills at home. 3. Services many different customers himself. This is only paid when accommodation is not supplied. Per Week Per Hour Resident Field Allowance $95.00 $2.50 Chemical Allowance (Permanent Caustic Cleaning Tank Area) $8.10/wk Uniforms— a) Current employees have the option of either trou- sers and shirt or overalls. b) Any new employee (except apprentices) will have the choice of trousers and shirts or overalls. c) All new apprentices will wear overalls. d) Sufficient uniforms will be supplied to ensure that each employee has six clean sets per week. Phone cards— a) Phone call expenses (Field Service). Phone cards to be issued ($5.00 per day limit) for use, from the sec- ond day onwards or the company will reimburse up to a maximum of $5.00 per day if the card can not be used (receipt required). Reverse charge phone receipts will be accepted ($5.00 per day). If an em- ployee has been issued with a Company mobile phone and the site location has a mobile network then the reimbursement of expenses will not be ac- ceptable. Laundry If employees need to wash clothes after being away for a minimum of 4 days the company will reimburse. the employee for laundry costs or washing powder. Receipts to be produced upon return. 15.—WAGE INCREASE Year 1 — Increase of 2% for all classifications except K3. Year 2—Increase is linked to Consumer Price Index as re- ported by The Australian Bureau of Statistics (All Groups WESTERN AUSTRALIAN INDUSTRIAL GAZETTE 80 W.A.I.G. 570 Percentage Changes—Perth) with a minimum of 2% to a maximum of 3% for all classifications excluding K3. July 1999 July 2000 Per week Per Hour Per Week Per Hour K8 712.12 18.74 726.56 19.12 K7 696.16 18.32 710.22 18.69 K6 663.86 17.47 677.16 17.82 K5 642.20 16.90 655.12 17.24 (C10) K4 616.74 16.23 629.28 16.56 K3 579.88 15.26 579.88 15.26 K2 526.68 13.86 537.32 14.14 K1 498.56 13.12 508.44 13.38 Includes Tool Allowance ($ 10.00 p.w.K4—K8) July 1999 July 2000 Per week Per Hour Per Week Per Hour Year 4 506.16 13.32 516.04 13.58 Year 3 431.30 11.35 440.04 11.58 Year 2 316.16 8.32 322.62 8.49 Year 1 241.68 6.36 246.62 6.49 Adult apprentice will be paid NS Komatsu third year ap- prentice rate until commencement of fourth year Performance Scheme— Upon achievement of key performance indicators for a pe- riod of 12 months (1st July 1999 until the 30th June 2000) the employees forming part of this Agreement will receive a once of payment bonus, to a maximum of 2% of their base wage for ordinary hours of work. The payment of this incentive scheme will not be paid any earlier than July 2000. KPI Scheme Percentage Target Percentage Of Sales Over Sales Rework 1.00% 1.50% Tool Repair & Replacement 1.00% 2.00% TOTAL INCREASE 2.00% Explanatory Notes 1. Rework Contractors. rework will not be included. Rework from other branches will not be included. Rework will be discussed— With all employees involved—individually at the weekly toolbox meeting. 2. Toolbox Repair and Maintenance Tool repair and replacement will include— 1 . Equipment repairs and maintenance Code 036051808 (Perth) Code 036951808 (Component) 2. Small tools Code 036052108 (Perth) Code 036952108 (Component) Weekly review with break down of cost by line item. Repairs/replacement due to other branches will be costed to the branch that caused damage. Appendix I It is the clear understanding of the parties that the interim Trade Evaluation Criteria will only be binding until the competency based criteria is implemented or expiry of this agreement. TRADE ASSESSMENT CRITERIA STRUCTURE 1. The original training programme was set up to allow a “K” classification increase every two (2) years. 2. The trade assessment criteria will allow a reassessment every twelve (12) months or as requested by an employee or their supervisor. 3. Trade assessment will be performed by one (1) Supervi- sor and one (1) Leading Hand (who have completed an assessors training course) and are in charge of the employee— whilst the employee is present. Any areas that require improvement will be highlighted during the assessment to the employee, on the summary form. 4. If all employee requests a transfer to another section, that employee will have a Trade Assessment performed after six (6 months in the new area. If the employee is assessed down- wards from their current K level, then the employee will be advised by their Supervisor and Leading Hand of the areas in their Trade Skills that require improvement. Training and/or counseling and/or tuition will be provided to assist the em- ployee to improve in these areas on a monthly basis. If an employee is not able to maintain their K level in the new area after six (6) months, what happens to that employ- ee’s K level? 5. If the Company requests an employee to transfer to an- other sections, that employee will have a Trade Assessment performed after six (6) months in the new area. If the em- ployee is assessed downwards from their current K level, then the employee will be advised by their Supervisor and Lead- ing Hand of the areas in their Trade Skills that require improvement. Training and/or counseling and/or tuition will be provided to assist the employee to improve in these areas on a monthly basis. 6. In the event a supervisor believes an employee’s perform- ance has dropped, a trade assessment will be performed to advise the employee of the performance drop. This will be only be used as a reference for the employee, Supervisor and Leading Hand towards the next annual assessment. 7. Any employee can question the assessment with the As- sessment Committee, which is comprised of the Workshop Manager and an elected K7 shop floor person in their work- shop. Tile committee can recommend a reassessment of the individual. 8. One summary sheet will be used per employee. 9. The summary will be kept in Workshop Manager’s per- sonnel file with a duplicate copy provided to the employee. 10. A summary list of all courses attended can be provided on a company letterhead, upon request. 11. Assessment to be completed with reference to three (3) Komatsu core products from within the section the employee works, ie , loaders, all dump trucks, bulldozers, all excavators (Demag Komatsu) and mainstream components i.e.. 6DI40. 6DI70 & 12VI40 engines, HD785, D575 & WA600 transmis- sions. 12. Provide training of Structure and Function. Provide training of Test and Adjust. Provide training of Basic Computer. First Aid Certificates. Overhead Crane Operation. As necessary, when necessary 13. General The employee being assessed must be deemed proficient in each K level task to be eligible for That level. Training can be performed by any K level employee deemed competent by their supervisor eg. a K5 who has just assem- bled 4 trucks can train a K7 on the 5th such truck. 14. Occupational Health & Safety OH&S will be added to the EBA and the disciplinary action process will apply for any infringements— - in the use of PPE, - working within the Company Safety Policy etc - house keeping ASSESSMENT CRITERIA—K8 K8 - Competent in all aspects of K7, and - 5 years at K7 with achieved performance as- sessed on a yearly basis, or - K7 Leading Hand for three consecutive years ASSESSMENT CRITERIA—FIELD SERVICE Entry level to field service is K6 K6 KOWA reports - Service reports - Time sheets - Complex machine servicing (2000 hour, valve sets test and adjust) - Major repairs on site WESTERN AUSTRALIAN INDUSTRIAL GAZETTE 571 80 W.A.I.G. - Communicate with- customer parts department - Competent machine operation - Machine Appraisal - Use of Laptop and PC K7 - All of above - Hydraulic diagnostics - Work unsupervised - Engine diagnostics - Basic main frame computer skills - Fill in for L/H Field Service The field service assessment criteria is not complete ASSESSMENT CRITERIA—NEW EQUIPMENT K4 - Trade Certificate - B Class - Forklift Truck - three (3) month probation maximum (new starters) K5 - All of the above - Use of service literature and parts manuals. - Use of parts fiche. - Assembly procedure. - Basic oxy use & welding. - Use of special tooling. - Work with supervision as required. - Work completed in timely manner. - Parts ordering on L/H authority. - Test under supervision. K6 - All of the above - R.A.P. sheets. Serial number locations. - Work completed in timely manner. - Carry out machine modification to customer specification. - Competent in machine operation. - Warranty and service reports/photos. - Work with minimal supervision. K7 - All of the above, - Ability to converse with— • Customers • Parts Dept • External Contractors Train personnel. - Capable of filling in for L/H position. - Test and adjust. - Final inspection—Preparation for dispatch. K8 - Standard throughout. ASSESSMENT CRITERIA—USED EQUIPMENT K4 - Trade Certificate - B Class - Forklift Truck - Three (3) month probation maximum (new starters). K5 - All of the above - Use of service literature and parts manual. - Use of parts fiche. - Basic welding. - Basic oxy use. - Complete lube sheets. - Service reports. - Use of special tooling. - Work with supervision as required. - Work completed in timely manner. K6 - All of the above, - Off hire reports. - Competent in machine operation. - Carry out machine appraisal. - Strip-down and assembly of Komatsu core components. - Work with minimal supervision. K7 - All of the above, - Full PM clinic and test adjust on Komatsu core machines. Ability to converse with— • Customers • Parts Dept • External Contractors Fault finding and diagnostics on Komatsu core machines. ASSESSMENT CRITERIA—ELECTRICAL K4 - Trade Certificate - B Class - Forklift Truck - Three (3) month probation maximum (new starters) K5 - All of the above - Use of microfiche - Service literature - Use of parts manuals - Diagnose and repair basic electrical faults - Service reports - Work with supervision as required. - Work completed in timely manner. K6 - All of the above - Making up wiring harness and controls as per schematic - Limited supervision - Ordering of parts subject to leading hand au- thority - Understanding structure and function of all mainstream Komatsu electrical components and systems (high and low) - Complete work procedures within a timely manner K7 - All of the above - Carry out electrical modifications according to customer specs (high and low) - Minimal supervision (high and low) - Test wheel motors (high) - Connecting and disconnecting of all high volt- age components (high) - High voltage diagnosis of Haulpak electric drive trucks (high) - Test and adjusting of low voltage components of Komatsu products (low) - Diagnosing, fault finding and repairing low voltage systems (low) - Training of personnel (high-low) - Capable of filling in leading hand position (high-low) - Ability to converse with • Customers • Parts Dept • External Contractors K8 - Standard throughout. ASSESSMENT CRITERIA—BOILERMAKER K4 - As other areas Trade Certificate - B Class - Forklift Truck - Three (3) month probation maximum WESTERN AUSTRALIAN INDUSTRIAL GAZETTE 80 W.A.I.G. 572 K5 - All of the above - Basic mig welding - Work from fabricated drawing Crack repairs (major) - Complete all work within a timely manner - Work with supervision as required. - Work completed in timely manner. K6 - All of the above - High quality of presentation of completed works or modification - Limited supervision - Positional welding with mig, stick, wire feeder and tig - Carry out preventative maintenance to weld- ing machines - Plasma cutting - Interpret parts and service news - Service reports K7 - All of the above - Minimal supervision - Carry out major structural repairs - Crack testing, NDR ultraviolet - Capable of filling in a leading hand position - Ability to converse with customers, external contractors, parts department - Training of personnel - Estimate and quote jobs - Ability to converse with • Customers • Parts Dept • External Conti-actors ASSESSMENT CRITERIA—PAINTERS K4 - Tradesman—automotive, industrial or com- mercial trade certificate or equivalent - B class, forklift ticket - 3 month maximum probation - Proficient in maintenance of hand guns, pres- sure, pots etc K5 - All of the above - Correct understanding use of technical data sheets and safety data sheets for products - Used including 2 pack paint - Correct use of breathing apparatus, filtration - Work with supervision as required. - Work completed in timely manner. K6 - All of the above - High quality of presentation - Knowledge of corrosion spec paint, special- ised costing e.g. CSBP—Dampier Salt - Sandblasting procedures - Wet testing of paint K7 - All of the above - Quoting on painting times and materials used - Understanding of Quality Assurance Proce- dure - Final inspection of machines - Training other personnel - Knowledge and capability of destructive and nondestructive testing - Service reports - Minimum supervision - Fill in for leading hand - Ability to converse with • Customers • External Contractors ASSESSMENT CRITERIA—COMPONENTS K4 - Trade Certificate. - B Class, - Forklift Truck. - three (3) month probation maximum (new starters) K5 - As per engine criteria K6 - All of the above - Complete component receival forms - Rebuild mainstream components to spec with limited supervision within a timely manner - Crack testing - Order parts with L/H authority - Test under supervision - Complete service reports - Credit return parts before job closure K7 - All of the above - Ability to converse with • Customers • Parts Dept • External Contractors - Carry out final inspection before dispatch - Complete job procedures with minimal super- vision - Assist with training of personnel - Test components ASSESSMENT CRITERIA—ENGINES K4 - Trade Certificate, - B Class, - Forklift Truck, - three (3) month probation maximum (new starters) K5 - All of the above - Carry out receival report (photos, eng ser etc) - Understanding of service literature - Use of microfiche - Use of parts manuals - Carry out strip down procedures - Competent use of oxy - Competent use of special tools - Basic welding - Carry out strip down reports - Work with supervision as required. - Work completed in timely manner. K6 - All of the above - Strip down, assess damage - Measure parts wear to spec - Order parts subject to L/H authority - Carry out rebuilding of Komatsu core engines to spec e.g. 6D140, 6D170, 12V140 - Rebuild with limited supervision with a timely manner - Return parts before job closure - Prepare engine for dyno testing - Complete service report K7 - All of the above - Inspect sub-contract work - Ability to converse with • Customers • Parts Dept • External Contractors - capable of filling L/H position - Assist with training of personnel - Prepare engines for dyno and assist with dyno testing WESTERN AUSTRALIAN INDUSTRIAL GAZETTE 573 80 W.A.I.G. - Carry out final inspection of machine K8 - Standard throughout. ASSESSMENT CRITERIA—HEAD SECTION K4 - Trade Certificate, - B Class, - Forklift Truck, - three (3) month probation maximum (new starters) K5 - As per engine standard K6 - All of the above - Strip down - Complete strip down reports - Measure worn parts to spec - Crack test - Assemble heads under limited supervision - Order parts with L/H authority - Work with supervision as required. - Work completed in timely manner. K7 - All of the above - Determine re-use of parts - Assemble heads to spec within a timely man- ner, with minimum supervision - Test heads - Assist with training of personnel - Ability to converse with • Customers • Parts Dept • External Contractors - Inspect external contract work - Complete final inspection before dispatch ASSESSMENT CRITERIA—TRANSMISSION SECTION K4 Trade Certificate, - B Class, - Forklift Truck - three (3) month probation maximum (new starters) K5 - All of the above - Complete receival report - Understanding of service literature - Use of microfiche - Use of parts manuals - Carry out strip down procedures (Komatsu mainstream) - Competent use of oxy - Competent use of special tools - Basic welding - Complete strip down reports - Work with supervision as required. - Work completed in timely manner. K6 - All of the above - Strip down, assess damage - Measure parts wear to spec - Order parts subject to L/H authority - Rebuild Komatsu core transmissions - Rebuild Komatsu core diffs and final drives - Complete job procedures with limited super- vision within a timely manner - Credit return parts before job closure - Prepare transmission ready for test - Complete service report K7 - All of the above - Set up on test rig - Test and diagnose - Carry out work procedures with minimal su- pervision - Inspect external conti’act work - Capable of f-illing L/H position - Ability to converse with • Customers • Parts Dept • External Contractors Assist with training of personnel Inspect completed product before dispatch ASSESSMENT CRITERIA—PUMP ROOM K4 - Trade Certificate,—B Class,—Forklift Truck,—three (3) Month probation maximum (new standards). K5 - All of the above. - Conduct a received report. - Understanding of service literature. - Use of microfiche. - Use of parts manual. - Follow strip-down procedures. - Competent use of oxy. - Competent use of special tools. - Basic welding. - Compile strip-down reports. - Order parts, subject to L/H authority. - Complete all work within a timely manner. - Compete all work under supervision. K6 - All of the above. - Strip-down assess damage. - Measure parts wear to specifications. - Compile assembly report. - Carry out rebuilding of core products. E.g. Pumps, valves, motors (Komatsu) Rotation motors and main pumps (Denison) - Set up on test bench—but NOT test. - Credit returns of all parts before job closure. - Complete service reports. K7 - All of the above. - Carry out testing and diagnosing on test bench - Ability to converse with • Customers • Parts Dept • External Contractors - Assist with training of personnel. - Can fill Leading Hand position. ASSESSMENT CRITERIA—CYLINDER SECTION K4 - Trade Certificate, - B Class, - Forklift Truck, - Three (3) month probation maximum (new stat-ters). K5 - All of the above - Conduct a received report. - Understanding of service literature. - Use of microfiche. - Use of parts manual. - Follow strip-down procedures. - Competent use of oxy. - Competent use of special tools. - Basic welding. - Compile strip-down reports. - Order parts, subject to L/H authority. - Complete work with limited supervision. - Complete work within a timely manner. WESTERN AUSTRALIAN INDUSTRIAL GAZETTE 80 W.A.I.G. 574 K6 - All of the above - Strip-down and assess damage. - Measure parts wear to specification. - Order parts subject to Leading Hand author- ity. - Carry out rebuilding of hydraulic cylinders, hydrairs and suspension units. - Comply with strip-down and service reports. - Credit return all parts before job closure. - Minimum supervision required. K7 - All of the above - Have the ability to converse with:— • Customers • Parts Dept • External Contractors - Assist with training of personnel. - Test cylinders on test bench to specification. K8 - Standard throughout. ASSESSMENT CRITERIA—TRACKSHOP K3 - Forklift ticket - B class - Working under supervision - Clean and strip tracks K4 - All of the above - Track inspection - Rebar grouser plates - Access tracks and assemble under supervision - Order parts subject to L/H approval K5 - All of the above - Training personnel - Service reports - Track press maintenance - Customer relations - Removing and refitting tracks on machines - Work with supervision as required. - Work completed in timely manner. K6 - All of the above - Quote jobs - Fill in for supervisor ASSESSMENT CRITERIA—CRANE DRIVER/TRADE ASSISTANT K3 - Crane ticket 3B Non slewing - B Class - Forklift ticket K4 - Assist with machine assembly - Prep parts for assembly - Basic Oxy and Welding K5 - Assemble machines with minimum supervi- sion - Competent machine operation - Use of specialist tools - Use of service literature - Use of parts fiche K6 - As per new equipment criteria SIGNATORIES TO AGREEMENT “My Company understands its rights and obligations under this Agreement, has freely entered into it and wishes to have this Agreement registered”. (signed) L Healey Signature on behalf of Name of Person authorised NS Komatsu To sign ACN 053 514 739 (print) Date 2/12/99 THE COMMON SEAL of The Automotive, Food, Metals, Engineering, Printing and Kindred Industries Union of Work- ers—Western Australian Branch was hereunto affixed in the presence of— (signed) Secretary (Metals Division) Signature Title (print) Date PARENT CONTROLLED CHRISTIAN EDUCATION ASSOCIATION NORTHERN SUBURBS INC. (ENTERPRISE BARGAINING) AGREEMENT 2000. No. AG 18 of 2000.