Common use of Dispute Settlement Procedures Clause in Contracts

Dispute Settlement Procedures. The objectives of this procedure is to promote the prompt resolution of grievances by consultation, co-operation and discussion; to reduce the level of disputation; and to promote efficiency, effectiveness and equity in the workplace. a) In relation to any matter that may be in dispute, except matters relating to the actual or threatened termination of your employment, the parties to the dispute must firstly attempt to resolve the dispute at the workplace level, by: i) you and your supervisor meeting and conferring on the matter; and if the matter is not resolved at such a meeting, the parties arranging further discussions involving more senior levels of management (as appropriate); and ii) acknowledging the right of either party to appoint, in writing, another person to act on their behalf in relation to resolving the matter at the workplace level; and iii) agreeing to allow either party to refer the matter to mediation or other alternative dispute resolution process to be conducted by a person agreed between the parties in dispute on the matter; iv) agreeing that if either party refers the matter to alternative dispute resolution both parties will participate in the alternative dispute resolution in good faith; and v) agreeing that during the time when the parties attempt to resolve the matter: - the parties continue to work in accordance with their contract of employment unless you have a reasonable concern about an imminent risk to your health or safety; and - subject to relevant provisions of any state or territory occupational health and safety law, you must not unreasonably fail to comply with a direction by us to perform work, whether at the same workplace or another workplace, that is safe and appropriate for you to perform; and - the parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible. b) The parties to the dispute acknowledge that if we are unable to agree on the person to conduct the alternative dispute resolution process, either party can notify the Industrial Registrar. In this case, the Industrial Registrar will provide the parties with information about options to resolve the dispute.

Dispute Settlement Procedures. The objectives objective of this procedure is to promote the prompt resolution of grievances by consultation, co-operation and discussion; to reduce the level of disputation; and to promote efficiency, effectiveness and equity in the workplace. a) In relation to any matter that may be in dispute, except matters relating to the actual or threatened termination of your employment, the parties to the dispute must firstly attempt to resolve the dispute at the workplace level, by: i) you and your supervisor meeting and conferring on the matter; and if the matter is not resolved at such a meeting, the parties arranging further discussions involving more senior levels of management (as appropriate); and ii) acknowledging the right of either party to appoint, in writing, another person to act on their behalf in relation to resolving the matter at the workplace level; and iii) agreeing to allow either party to refer the matter to mediation or other alternative dispute resolution process to be conducted by a person agreed between the parties in dispute on the matter; iv) agreeing that if either party refers the matter to alternative dispute resolution both parties will participate in the alternative dispute resolution in good faith; and v) agreeing that during the time when the parties attempt to resolve the matter: - the parties continue to work in accordance with their contract of employment unless you have a reasonable concern about an imminent risk to your health or safety; and - subject to relevant provisions of any state or territory occupational health and safety law, you must not unreasonably fail to comply with a direction by us to perform work, whether at the same workplace or another workplace, that is safe and appropriate for you to perform; and - the parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible. b) The parties to the dispute acknowledge that if we are unable to agree on the person to conduct the alternative dispute resolution process, either party can notify the Industrial Registrar. In this case, the Industrial Registrar will provide the parties with information about options to resolve the dispute.

Dispute Settlement Procedures. The objectives of this procedure is to promote the prompt resolution of grievances by consultation, co-operation and discussion; to reduce the level of disputation; and to promote efficiency, effectiveness and equity in the workplace. a) In relation to any matter that may be in dispute, dispute (‘the matter’) except matters relating to the actual or threatened termination of your employmentemployment of the employee, the parties to the dispute must firstly dispute: (a) will attempt to resolve the dispute matter at the workplace level, byincluding, but not limited to: i(1) you the employee and your his or her supervisor meeting and conferring on the matter; and and (2) if the matter is not resolved at such a meeting, the parties arranging further discussions involving more senior levels of management (as appropriate); and; ii(b) acknowledging acknowledge the right of either party to appoint, in writing, another person to act on their behalf of the party in relation to resolving the matter at the workplace level; and iii(c) agreeing agree to allow either party to refer the matter to mediation or other alternative dispute resolution process to be conducted by a person agreed between the parties in dispute on the matter; iv(d) agreeing agree that if either party refers the matter to alternative dispute resolution both parties will participate in the alternative dispute resolution in good faith; and acknowledge the right of either party to appoint in writing, another person to act on behalf of the party in relation to the alternative dispute resolution process; and v(e) agreeing agree that during the time when the parties attempt to resolve the matter: - : (i) the parties continue to work in accordance with their contract of employment unless you have the employee has a reasonable concern about an imminent risk to your his or her health or safety; and - and (ii) subject to relevant provisions of any state or territory occupational health and safety law, you unless the employee has a reasonable concern about an imminent risk to his or her health or safety, the employee must not unreasonably fail to comply with a direction by us his or her employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for you the employee to perform; and - and (iii) the parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible. b) . The parties to the dispute acknowledge that if we are unable to agree on the person to conduct the alternative dispute resolution process, either party can notify the Industrial Registrar. In this case, the Industrial Registrar will provide the parties with information about options to resolve resolving the dispute.

Dispute Settlement Procedures. The objectives ‌ (1) Subject to Clause 4 - No Further Claims, to the provisions of the Industrial Relations ▇▇▇ ▇▇▇▇ (WA) and Clause 58 - Introduction of Change, any questions, disputes or difficulties raised by a party to this procedure is to promote Agreement, will be settled in accordance with the prompt resolution of grievances by consultation, co-operation and discussion; to reduce the level of disputation; and to promote efficiency, effectiveness and equity in the workplacefollowing procedures. a(2) In relation to any matter that may be in dispute, except matters relating to the actual or threatened termination of your employment, the parties to the dispute must firstly attempt to resolve the dispute at the workplace level, by: i) you and your supervisor meeting and conferring on the matter; and if If the matter is raised by a practitioner, or a group of practitioners, the following steps will be observed - (a) The practitioner(s) concerned will discuss the matter with the Head of Department. If the matter cannot be resolved at such a meetingthis level the Head of Department will, the parties arranging further discussions involving more senior levels of management (as appropriate); and ii) acknowledging the right of either party to appointwithin three working days, in writing, another person to act on their behalf in relation to resolving the matter at the workplace level; and iii) agreeing to allow either party to refer the matter to mediation or other alternative dispute resolution process to the Director of Medical Services and the practitioner(s) will be conducted by a person agreed between advised accordingly. (b) The Director of Medical Services will, if so able, answer the parties in dispute on matter raised within one week of it being referred and, if the matter; iv) agreeing that if either party refers Director of Medical Services is not able, refer the matter to alternative dispute resolution both parties the Hospital Executive for its attention, and the practitioner(s) will participate in be advised accordingly. (c) If the alternative dispute resolution in good faith; and v) agreeing that during the time when the parties attempt to resolve the matter: - the parties continue to work matter has been referred in accordance with their contract paragraph (b) above the practitioner(s) or the appropriate Association hospital medical practitioner representative will notify the Association, to enable the opportunity of employment unless you discussing the matter with the Employer. (d) The Employer will, as soon as practicable after considering the matter before it, advise the practitioner(s) or, if necessary, the Association of its decision. Such advice will be given within one month of the matter being referred to the Employer. (e) If the parties agree that a matter is non-industrial it may by agreement be referred to other appropriate bodies (e.g. relevant Colleges) for advice and/or assistance. (f) Nothing in this procedure will prevent the parties agreeing to shorten or extend the periods prescribed. (3) Subject to Clause 4 - No Further Claims, should a question, dispute or difficulty remain in dispute after the above processes have been exhausted the matter may: (a) be referred by either party to the Western Australian Industrial Relations Commission (the persons involved in the question, dispute or difficulty must confer among themselves and make reasonable attempts to resolve questions, disputes or difficulties before taking these matters to the Commission); or (b) if the parties agree, be referred to another independent arbitrator chosen by the parties or as a reasonable concern about last resort nominated by the Western Australian Industrial Relations Commission. In such a case: (i) either party may be represented in the arbitration by an imminent risk agent or legal practitioner and will bear the costs of that representation; (ii) the Employer will meet the costs of the arbitration, but if the arbitrator determines that a claim is frivolous or vexatious, the arbitrator may assign the costs of the arbitration (but not the costs of representation) against the claimant or apportion them in any manner between the parties. The parties undertake to your health or safety; accept the arbitrated decision as final and - subject to relevant provisions binding. (4) System wide issues will be dealt with by discussions between the appropriate Association official(s) and Employer representative(s). Should a matter remain in dispute after discussions have been exhausted it may be dealt with in accordance with subclause (3). (5) While the above procedures are being followed no party will take action, of any state kind, which may frustrate a settlement in accordance with the above procedures. The status quo (i.e. the condition applying prior to the issue arising) will remain until the issue is resolved in accordance with the above procedures. (6) If the Employer seeks to discipline or territory occupational health terminate a practitioner the principles of natural justice will apply and safety lawthe following steps will be observed: (a) If a practitioner commits a misdemeanour, you must not unreasonably fail to comply with a direction by us to perform work, whether at the same workplace practitioner’s immediate supervisor or another workplace, that is safe and appropriate for you to perform; and - any authorised medical practitioner may reprimand the parties must cooperate to ensure practitioner so that the dispute resolution procedures are carried out as quickly as is reasonably possiblepractitioner understands the nature and implications of their conduct. The practitioner has a right to be represented when being reprimanded. (b) The parties first two reprimands will take the form of warnings and, if given verbally, will be confirmed in writing as soon as practicable after the giving of the reprimand. (c) Should it be necessary, for any reason, to reprimand a practitioner three times, the contract of service will, upon the giving of that third reprimand, be terminable in accordance with the provisions of this Agreement. (d) This procedure will not limit the right of the Employer to summarily dismiss a practitioner for misconduct. Nor will it limit the right of a practitioner to refer a claim for alleged wrongful or unlawful termination to a Board of Reference. (7) Nothing in this clause constitutes a referral agreement within the meaning of section 12 of the Employment Dispute Resolution ▇▇▇ ▇▇▇▇ (WA). (8) A Board of Reference constituted pursuant to this Agreement is not a Board of Reference within the meaning of the Industrial Relations Act 1979 (WA) and nothing in this agreement will be construed as meaning any party is obliged to agree to the dispute acknowledge that if we are unable establishment of the Board of Reference constituted under the Industrial Relations ▇▇▇ ▇▇▇▇ (WA). A decision of a Board of Reference constituted pursuant to agree this Agreement is not binding on the person to conduct the alternative dispute resolution process, either party can notify the Industrial RegistrarEmployer or a practitioner. In this case, the Industrial SCHEDULE 1 – FULL-TIME ANNUAL BASE SALARY RATES TABLE 1 – DOCTOR IN TRAINING‌‌‌ Classification and Increment Point On and from 1 October 2020 $1,000 on and from 1 July 2022 3% on and from 1 July 2023 Intern $79,479 $80,479 $82,893 Resident Medical Officer Yr 1 $87,328 $88,328 $90,978 Resident Medical Officer Yr 2 $95,960 $96,960 $99,869 Resident Medical Officer Yr 3 $105,456 $106,456 $109,650 Registrar will provide the parties with information about options to resolve the dispute.Yr 1 $110,678 $111,678 $115,028 Registrar Yr 2 $116,163 $117,163 $120,678 Registrar Yr 3 $124,800 $125,800 $129,574 Registrar Yr 4 $130,990 $131,990 $135,950 Registrar Yr 5 $137,489 $138,489 $142,644 Registrar Yr 6 $144,314 $145,314 $149,673 Registrar Yr 7 $151,479 $152,479 $157,053 Senior Registrar Yr 1 $162,766 $163,766 $168,679 Senior Registrar Yr 2 $170,854 $171,854 $177,010 Supervised Medical Officer Yr 1 $110,678 $111,678 $115,028 Supervised Medical Officer Yr 2 $116,163 $117,163 $120,678 Supervised Medical Officer Yr 3 $124,800 $125,800 $129,574 Supervised Medical Officer Yr 4 $130,990 $131,990 $135,950 Supervised Medical Officer Yr 5 $137,489 $138,489 $142,644 Supervised Medical Officer Yr 6 $144,314 $145,314 $149,673 Supervised Medical Officer Yr 7 $151,479 $152,479 $157,053 Supervised Medical Officer Yr 8 $162,766 $163,766 $168,679 Supervised Medical Officer Yr 9 $170,854 $171,854 $177,010 Trainee Medical Administrator Yr 1 $116,163 $117,163 $120,678 Trainee Medical Administrator Yr 2 $124,800 $125,800 $129,574 Trainee Medical Administrator Yr 3 $130,990 $131,990 $135,950 Trainee Medical Administrator Yr 4 $137,489 $138,489 $142,644 Trainee Medical Administrator Yr 5 $144,314 $145,314 $149,673 Trainee Medical Administrator Yr 6 $151,479 $152,479 $157,053 Trainee Medical Administrator Yr 7 $162,766 $163,766 $168,679 Trainee Psychiatrist Yr 1 $124,800 $125,800 $129,574 Trainee Psychiatrist Yr 2 $130,990 $131,990 $135,950 Trainee Psychiatrist Yr 3 $137,489 $138,489 $142,644 Trainee Psychiatrist Yr 4 $144,314 $145,314 $149,673 Trainee Psychiatrist Yr 5 $151,479 $152,479 $157,053 Trainee Psychiatrist Yr 6 $162,766 $163,766 $168,679 Trainee Psychiatrist Yr 7 $170,854 $171,854 $177,010 Trainee Public Health Physician Yr 1 $116,163 $117,163 $120,678 Trainee Public Health Physician Yr 2 $124,800 $125,800 $129,574 Trainee Public Health Physician Yr 3 $130,990 $131,990 $135,950 Trainee Public Health Physician Yr 4 $137,489 $138,489 $142,644 Trainee Public Health Physician Yr 5 $144,314 $145,314 $149,673 Trainee Public Health Physician Yr 6 $151,479 $152,479 $157,053 Trainee Public Health Physician Yr 7 $162,766 $163,766 $168,679 TABLE 2 – SENIOR PRACTITIONERS – ARRANGEMENT A SALARY‌ Classification and Increment Point On and from 1 October 2020 $1,000 on and from 1 July 2022 3% on and from 1 July 2023 Consultant Yr 1 $296,757 $297,757 $306,690 Consultant Yr 2 $306,053 $307,053 $316,265 Consultant Yr 3 $315,811 $316,811 $326,315 Consultant Yr 4 $326,061 $327,061 $336,873 Consultant Yr 5 $336,820 $337,820 $347,955 Consultant Yr 6 $348,116 $349,116 $359,589 Consultant Yr 7 $359,979 $360,979 $371,808 Consultant Yr 8 $372,435 $373,435 $384,638 Consultant Yr 9 $385,515 $386,515 $398,110 Health Service Medical Practitioner Yr 1 $245,133 $246,133 $253,517 Health Service Medical Practitioner Yr 2 $252,324 $253,324 $260,924 Health Service Medical Practitioner Yr 3 $261,175 $262,175 $270,040 Non Specialist Qualified Medical Administrator Yr 1 $252,835 $253,835 $261,450 Non Specialist Qualified Medical Administrator Yr 2 $260,025 $261,025 $268,856 Non Specialist Qualified Medical Administrator Yr 3 $268,877 $269,877 $277,973 Non Specialist Qualified Medical Administrator Yr 4 $278,173 $279,173 $287,548 Non Specialist Qualified Medical Administrator Yr 5 $287,931 $288,931 $297,599 Snr Medical Practitioner Yr 1 $268,877 $269,877 $277,973 Snr Medical Practitioner Yr 2 $278,173 $279,173 $287,548 Snr Medical Practitioner Yr 3 $287,931 $288,931 $297,599 Medical Administrator Yr 1 $296,757 $297,757 $306,690 Medical Administrator Yr 2 $306,053 $307,053 $316,265 Medical Administrator Yr 3 $315,811 $316,811 $326,315 Medical Administrator Yr 4 $326,061 $327,061 $336,873 Medical Administrator Yr 5 $336,820 $337,820 $347,955 Medical Administrator Yr 6 $348,116 $349,116 $359,589 Medical Administrator Yr 7 $359,979 $360,979 $371,808 Medical Administrator Yr 8 $372,435 $373,435 $384,638 Medical Administrator Yr 9 $385,515 $386,515 $398,110 Vocationally Registered General Practitioner Yr 1 $252,835 $253,835 $261,450 Vocationally Registered General Practitioner Yr 2 $260,025 $261,025 $268,856 Vocationally Registered General Practitioner Yr 3 $268,877 $269,877 $277,973 Vocationally Registered General Practitioner Yr 4 $278,159 $279,159 $287,534 Vocationally Registered General Practitioner Yr 5 $287,931 $288,931 $297,599 TABLE 3 – SENIOR PRACTITIONERS – ARRANGEMENT B SALARY‌ Classification and Increment Point On and from 1 October 2020 $1,000 on and from 1 July 2022 3% on and from 1 July 2023 Consultant Yr 1 $186,895 $187,895 $193,532 Consultant Yr 2 $196,192 $197,192 $203,108 Consultant Yr 3 $205,950 $206,950 $213,159 Consultant Yr 4 $216,200 $217,200 $223,716 Consultant Yr 5 $226,959 $227,959 $234,798 Consultant Yr 6 $238,255 $239,255 $246,433 Consultant Yr 7 $250,118 $251,118 $258,652 Consultant Yr 8 $262,574 $263,574 $271,481 Consultant Yr 9 $275,654 $276,654 $284,954 Health Service Medical Practitioner Yr 1 $170,854 $171,854 $177,010 Health Service Medical Practitioner Yr 2 $178,044 $179,044 $184,415 Health Service Medical Practitioner Yr 3 $186,895 $187,895 $193,532 Non Specialist Qualified Medical Administrator Yr 1 $170,854 $171,854 $177,010 Non Specialist Qualified Medical Administrator Yr 2 $178,044 $179,044 $184,415 Non Specialist Qualified Medical Administrator Yr 3 $186,895 $187,895 $193,532 Non Specialist Qualified Medical Administrator Yr 4 $196,192 $197,192 $203,108 Non Specialist Qualified Medical Administrator Yr 5 $205,950 $206,950 $213,159 Snr Medical Practitioner Yr 1 $186,895 $187,895 $193,532 Snr Medical Practitioner Yr 2 $196,192 $197,192 $203,108 Snr Medical Practitioner Yr 3 $205,950 $206,950 $213,159 Medical Administrator Yr 1 $186,895 $187,895 $193,532 Medical Administrator Yr 2 $196,192 $197,192 $203,108 Medical Administrator Yr 3 $205,950 $206,950 $213,159 Medical Administrator Yr 4 $216,200 $217,200 $223,716 Medical Administrator Yr 5 $226,959 $227,959 $234,798 Medical Administrator Yr 6 $238,255 $239,255 $246,433 Medical Administrator Yr 7 $250,118 $251,118 $258,652 Medical Administrator Yr 8 $262,574 $263,574 $271,481 Medical Administrator Yr 9 $275,654 $276,654 $284,954 Vocationally Registered General Practitioner Yr 1 $170,854 $171,854 $177,010 Vocationally Registered General Practitioner Yr 2 $178,044 $179,044 $184,415 Vocationally Registered General Practitioner Yr 3 $186,895 $187,895 $193,532 Vocationally Registered General Practitioner Yr 4 $196,178 $197,178 $203,093 Vocationally Registered General Practitioner Yr 5 $205,950 $206,950 $213,159 SCHEDULE 2 – WA COUNTRY HEALTH SERVICE‌‌‌

Dispute Settlement Procedures. The objectives of this procedure is to promote the prompt resolution of grievances by consultation, co-operation and discussion; to reduce the level of disputation; and to promote efficiency, effectiveness and equity parties agree that in the workplace. a) In relation to event of a dispute concerning this agreement or any matter that may be in dispute, except matters relating related specifically to the actual or threatened termination performance of your employment, work at the parties to workplace then the dispute must firstly attempt Company and the employees will seek to resolve the dispute at by using the workplace level, byfollowing procedure: i(a) you and your supervisor meeting and conferring on the matter; and if the matter is not resolved will be discussed at such a meeting, workplace level and the parties arranging further discussions involving more senior levels of management (as appropriate); and ii) acknowledging the right of either party will genuinely attempt to appoint, in writing, another person to act on their behalf in relation to resolving resolve the matter at the workplace level; and; iii(b) agreeing to allow either party to refer the matter to mediation or other alternative dispute resolution process to will be conducted discussed by a person agreed between nominated by Company management and a person nominated by the parties employee / employees concerned in dispute on the matter; iv) agreeing that if either party refers the matter to alternative dispute resolution both parties will participate in the alternative dispute resolution in good faith; and v) agreeing that during the time when the parties a further attempt to resolve the matter: - ; (c) if the matter cannot be resolved by the genuine attempts of the parties continue at the workplace level then the matter may be referred to work the AIRC who will conduct a dispute resolution process; (d) the Commission may only commence the dispute resolution process under this agreement if the Commission is satisfied that the parties have made genuine attempts to resolve the matter at workplace level in accordance with their contract of employment unless you 24(a) and (b) above; (e) If the Commission is satisfied that genuine attempts to resolve the dispute at workplace level have failed, then the Commission may conduct a reasonable concern about an imminent risk to your health or safety; and - subject to relevant provisions of any state or territory occupational health and safety law, you must not unreasonably fail to comply with a direction by us to perform work, whether at dispute resolution process in private; (f) the same workplace or another workplace, that is safe and appropriate for you to perform; and - Commission will have the parties must cooperate to ensure that power in the dispute resolution procedures are carried out as quickly as process to: i. arrange conference of the parties or their representatives at which the Commission is reasonably possible.present; b) The ii. arrange for the parties or their representatives to confer amongst themselves at conference where the Commission is not present; iii. the Commission may request the parties to the dispute acknowledge that if we are unable to agree on the person to conduct the alternative dispute resolution process, either party can notify the Industrial Registrar. In this case, the Industrial Registrar will provide the parties with further information about options the matter in dispute and the steps that have been taken to resolve the dispute. iv. if the parties request the Commission to make recommendations about particular aspects of a matter about which they are unable to reach agreement, then the Commission may make recommendations about those aspects of the matter; v. if the parties request the Commission to make recommendations about particular aspects of a matter about which they are unable to reach agreement, then the Commission may make recommendations about those aspects of the matter; vi. The parties agree that the recommendations of the Commission will be final and agree to abide by those recommendations. However, if the parties agree that neither party wishes to accept the recommendations of the Commission, the matter may be referred to a different member of the Commission to arbitrate the matter. If both parties do not agree that the matter should be referred to arbitration, the Commission cannot refer the matter for arbitration; vii. In arbitrating the matter the Commission may exercise the procedural powers in relation to hearings, witnesses, evidence and submissions which are necessary to make the arbitration effective. (g) The dispute resolution process is complete when: i. the Commission issues recommendations in accordance with subclause vi.d. above or issues a decision following arbitration in accordance with subclause vi. f. above; or ii. the parties agree that the matters in dispute are resolved; or iii. the party who elected to use the dispute resolution process has advised the Commission that the party no longer wishes to continue with the process. .CLASSIFICATION STRUCTURE Note: The percentage relativities column reflects the percentages prescribed in the decision of Deputy President ▇▇▇▇▇ at Print J2043. The percentage relativities column does not reflect flat dollar arbitrated safety net adjustments Class’n Number Classification Title Minimum Training Requirement Wage Relativity to C10* C1 Professional Engineer Professional Scientist Degree 180/210% C2(b) Principal Technical Officer Advanced Diploma or equivalent and sufficient additional training so as to enable the Employee to meet the requirements of the relevant classification definition in clause 1.2 of this schedule and to perform work within the scope of this level 160% C2(a) Leading Technical Officer Principal/Trainer/Supervisor/ Co-ordinator Advanced Diploma or equivalent and sufficient additional training so as to enable the Employee to meet the requirements of the relevant classification definition in clause 1.2 of this schedule and to perform work within the scope of this level. Advanced Diploma or equivalent of which at least 50% of the competencies are in supervision/training. 150% C3 Engineering Associate - Level II Advanced Diploma of Engineering, or equivalent. 145% Class’n Number Classification Title Minimum Training Requirement Wage Relativity to C10* C4 Engineering Associate 3 rd Year of - Level 1 80% towards an Advanced Diploma of Engineering 135% or equivalent. C5 Advanced Engineering Tradesperson - Level II Engineering Technician - Level V Diploma of Engineering - Advanced Trade, or equivalent. Diploma of Engineering - Technical or equivalent. 130% C6 Advanced Engineering Tradesperson - Level 1 C10 + 80% towards a Diploma of Engineering - Advanced Trade or equivalent. 125% Engineering Technician - Level IV 50% towards an Advanced Diploma of Engineering, or 85% towards a Diploma of Engineering - Technical or equivalent. C7 Higher Engineering Tradesperson and Special Class Level II Certificate IV in Engineering or C10 + 60% towards a Diploma of Engineering or equivalent. 115% Engineering Technician - Level III Certificate IV in Manufacturing Technology provided that the minimum experience required by the Manufacturing and Associated Industries - Skills Development - Wages and Conditions Award has been completed or 45% towards an Advanced Diploma of Engineering, or 70% towards a Diploma of Engineering - Technical or equivalent Class’n Number Classification Title Minimum Training Requirement Wage Relativity to C10* C8 Engineering Tradesperson - Special Class Level I C10 + 40% towards a Diploma of Engineering or equivalent 110% Engineering Technician - Level II 40% towards an Advanced Diploma of Engineering, or 60% towards a Diploma of Engineering - Technical or equivalent C9 Engineering Tradesperson - Level II C10 + 20% towards a Diploma of Engineering or equivalent 105% Engineering Technician - Level I Certificate III in Engineering - Technician, or Certificate III Manufacturing Technology, provided that the minimum experience required by the Manufacturing and Associated Industries - Skills Development - Wages and Conditions Award has been completed or 50% towards a Diploma of Engineering or equivalent Class’n Number Classification Title Minimum Training Requirement Wage Relativity to C10* C10 Engineering Tradesperson - Level I Recognised Trade Certificate or Certificate III in Engineering - Mechanical Trade, or Certificate III in Engineering - Fabrication Trade, or Certificate III in Engineering 100% - Electrical/Electronic Trade or equivalent Production Systems Employee Engineering Production Certificate III, or Certificate III in Engineering - Production Systems or equivalent C11 Engineering/Production Employee - Level IV Engineering Production Certificate II, or Certificate II in Engineering - Production Technology or equivalent 92.4% C12 Engineering/Production Employee - Level III Engineering Production Certificate I or Certificate II in Engineering or equivalent 87.4% C13 Engineering/Production Employee Level II In-house training 82% C14 Engineering/Production Employee - Level 1 Up to 38 hours induction training 78% * Wage relativities after full minimum rate and broadbanding adjustments. Note: Where an Employee is performing supervisory responsibilities, they are to be classified in accordance with the Trainer/Supervisor/Coordinator definitions. Trainer/Supervisor/Coordinator Level 1 - 122% of the highest rate paid to those supervised. Level 2 - 115% of the highest rate paid to those supervised. CLASSIFICATION DEFINITIONS Note: The following classification definitions should be read in conjunction with: • the stream and field definitions in subclause 1.4.3 and 1.4.75 respectively: • the definitions of “ or equivalent ”, “ work within the scope of this level ” and “ Engineering Associate ” at the end of this Schedule; • the National Metal and Engineering Competency Standards Implementation Guide especially Table 2 of that Guide which shows the alignment between old and new titles under the Australian Qualifications Framework. For example Advanced Certificates are now known as National Diplomas and Associate Diplomas as National Advanced Diplomas; • Clause 5.1.3 (f) Points. Trainer/Supervisor/Coordinator - Level 1 A Trainer/Supervisor/Coordinator - Level I is an employee who is responsible for the work of other employees and/or provision of structured on-the-job training. Such an employee has completed a qualification at AQFIII level or above, of which at least one third of the competencies are related to supervision/training, or equivalent. Notwithstanding the above definition an employee who is mainly engaged to perform work supervising or coordinating the work of other employees and who has sufficient additional training beyond that of those coordinated or supervised so as to enable the employee to perform work within the scope of this level shall be classified at this level. Trainer/Supervisor/Coordinator - Level II A Trainer/Supervisor/Coordinator - Level II is an employee who is responsible for the supervision and/or training of Trainers/Supervisors/Coordinators - Level I. Such an employee has completed an AQF IV or V qualification or equivalent of which at least 50% of the competencies are in supervision/training. WAGE GROUP: C14 Engineering/Production Employee - Level I As Engineering/Production Employee - Level I is an employee who is undertaking up to 38 hours induction training which may include information on the enterprise, conditions of employment, introduction to supervisors and fellow workers, training and career path opportunities, plant layout, work and documentation procedures, occupational health and safety, equal employment opportunity and quality control/assurance. An employee at this level performs routine duties essentially of a manual nature and to the level of his/her training: • performs general labouring and cleaning duties • exercises minimal judgement • works under direct supervision or • is undertaking structured training so as to enable them to work at the C13 level. WAGE GROUP: C13 Engineering/production Employee - Level II An Engineering/Production Employee - Level II is an employee who has completed up to three months structured training so as to enable the employee to perform work within the scope of this level. An employee at this level performs work above and beyond the skills of an employee at C14 and to the level of his/her skills, competence and training. Works in accordance with standard operating procedures and established criteria; • Works under direct supervision either individually or in a team environment; • Understands and undertakes basic quality control/assurance procedures including the ability to recognise basic quality deviations/faults; • Understands and utilises basic statistical process control procedures; • Follows safe work practices and can report workplace hazards. WAGE GROUP: C12 Engineering/Production Employee - Level III An Engineering/Production Employee - Level III is an employee who has completed an Engineering Production Certificate I or Certificate II in Engineering or equivalent so as to enable the employee to perform work within the scope of this level. An employee at this level performs work above and beyond the skills of an employee at C13 and to the level of his/her skills, competence and training. Is responsible for the quality of his/her own work subject to routine supervision; • Works under routine supervision either individually or in a team environment; • Exercises discretion within his/her level of skills and training; • Assists in the provision of on the job training. WAGE GROUP: CII Engineering/Production Employee - Level IV An Engineering/production Employee - Level IV is an employee who has completed an Engineering Production Certificate II or Certificate II in Engineering - Production Technology or equivalent so as to enable the employee to perform work within the scope of this level. An employee at this level performs work above and beyond the skills of an employee at C12 and to the level of his/her skills, competence and training. (i) Works from complex instructions and procedures; • Assists in the provision of on-the-job training; (i) Engineering Tradesperson (Electrical/Electronic) - Level I; (ii) Engineering Tradesperson (Mechanical) - Level I; (iii) Engineering Tradesperson (Fabrication) - Level I; (iv) or equivalent and is able to exercise the skills and knowledge of the engineering trade so as to enable the employee to perform work within the scope of this level. An Engineering Tradesperson - Level I works above and beyond an employee at C11 and to the level of his/her skills, competence and training. (i) Understands and applies quality control techniques; (ii) Exercises good interpersonal and communications skills; (iii) Exercises keyboard skills at a level higher than C11; (iv) Exercises discretion within the scope of this classification level; (v) Performs work under limited supervision either individually or in a team environment; (vi) Operates lifting equipment incidental to his/her work; (vii) Performs non-trade tasks incidental to his/her work; (viii) Performs work which while primarily involving the skills of the employee's trade is incidental or peripheral to the primary task and facilitates the completion of the whole task. Such incidental or peripheral work would not require additional formal technical training; (ix) Able to inspect products and/or materials for conformity with established operational standards. Production Systems Employee A Production Systems Employee is an employee who, while still being primarily engaged in Engineering /Production work applies the skills acquired through the successful completion of an Engineering Production Certificate III or Certificate of Engineering – Production Systems or equivalent in the production, distribution, or stores functions so as to enable the employee to perform work within the scope of this level. A Production Systems Employee works above and beyond an employee at C11 and to the level of his/her skills, competence and training. (i) Understands and applies quality control techniques; (ii) Exercises good interpersonal communications skills; (iii) Exercises discretion within the scope of this classification level; (iv) Exercise keyboard skills at a level higher than C11; (v) Performs work under limited supervision either individually or in a team environment; (vi) Able to inspect products and/or materials for conformity with established operational standards. WAGE GROUP: C9 Engineering Tradesperson - Level II Engineering Technician - Level I An Engineering Tradesperson - level II is an: (i) Engineering Tradesperson (Electrical/Electronic) - Level II; or (ii) Engineering Tradesperson (Mechanical) - Level II; or (iii) Engineering Tradesperson (Fabrication) - Level II: who has completed the minimum training requirements specified in Section 1.1 of this Schedule or equivalent. An Engineering Tradesperson - Level II works above and beyond a tradesperson at C10 and to the level of his/her skills and competence and training performs work within the scope of this level. (i) Exercises discretion within the scope of this classification; (ii) Works under limited supervision either individually or in a team environment; (iii) Understands and implements quality control techniques; (iv) Provide trade guidance and assistance as part of a work team; (v) Operates lifting equipment incidental to his/her work; (vi) Performs non-trade tasks incidental to his/her work. Engineering Technician - Level I An Engineering Technician - Level I is an employee who has the equivalent level of training of a C9 Engineering Tradesperson or equivalent so as to enable the employee to apply skills within the scope of this level. The skills exercised by the Engineering Technician Level I are in the technical fields as defined by this Award including draughting, planning or technical tasks requiring technical knowledge. At this level the employee is engaged on routine tasks in the technical fields. WAGE GROUP: C8 Engineering Tradesperson - Special Class Level

Dispute Settlement Procedures. The objectives of this procedure is to promote the prompt resolution of grievances by consultation, co-operation and discussion; to reduce the level of disputation; and to promote efficiency, effectiveness and equity in the workplace. a) In relation to any matter that may be in dispute, dispute (‘the matter’) except matters relating to the actual or threatened termination of your employmentemployment of the employee, the parties to the dispute must firstly dispute: (a) will attempt to resolve the dispute matter at the workplace level, byincluding, but not limited to: (i) you the employee and your his or her supervisor meeting and conferring on the matter; and and (ii) if the matter is not resolved at such a meeting, the parties arranging further discussions involving more senior levels of management (as appropriate); and; ii(b) acknowledging acknowledge the right of either party to appoint, in writing, another person to act on their behalf of the party in relation to resolving the matter at the workplace level; and iii(c) agreeing agree to allow either party to refer the matter to mediation or other alternative dispute resolution process to be conducted by a person agreed between the parties in dispute on the matter; iv(d) agreeing agree that if either party refers the matter to alternative dispute resolution both parties will participate in the alternative dispute resolution in good faith; and acknowledge the right of either party to appoint in writing, another person to act on behalf of the party in relation to the alternative dispute resolution process; and v(e) agreeing agree that during the time when the parties attempt to resolve the matter: - : (i) the parties continue to work in accordance with their contract of employment unless you have the employee has a reasonable concern about an imminent risk to your his or her health or safety; and - and (ii) subject to relevant provisions of any state or territory occupational health and safety law, you unless the employee has a reasonable concern about an imminent risk to his or her health or safety, the employee must not unreasonably fail to comply with a direction by us his or her employer to perform other available work, whether at the same workplace or another workplace, that is safe and appropriate for you the employee to perform; and - and (iii) the parties must cooperate to ensure that the dispute resolution procedures are carried out as quickly as is reasonably possible. b) . The parties to the dispute acknowledge that if we are unable to agree on the person to conduct the alternative dispute resolution process, either party can notify the Industrial Registrar. In this case, the Industrial Registrar will provide the parties with information about options to resolve resolving the dispute.