Clerks (Racing Industry - Betting) Award 1978

1. - TITLE

This award shall be known as the Clerks (Racing Industry - Betting) Award 1978 and replaces awards numbered 13A of 1970 and 16 of 1971.

1B. - MINIMUM ADULT AWARD WAGE

(1) No employee aged 21 or more shall be paid less than the minimum adult award wage unless otherwise

provided by this clause.

(2) The minimum adult award wage for full-time employees aged 21 or more is $627.70 per week payable

on and from the commencement of the first pay period on or after 1 July 2012.

(3) The minimum adult award wage is deemed to include all State Wage order adjustments from State

Wage Case Decisions.

(4) Unless otherwise provided in this clause adults employed as casuals, part-time employees or piece

workers or employees who are remunerated wholly on the basis of payment by result shall not be paid less than pro rata the minimum adult award wage according to the hours worked.

(5) Employees under the age of 21 shall be paid no less than the wage determined by applying the

percentage prescribed in the junior rates provision in this award to the minimum adult award wage.

(6) The minimum adult award wage shall not apply to apprentices, employees engaged on traineeships or

Jobskill placements or employed under the Commonwealth Government Supported Wage System or to

other categories of employees who by prescription are paid less than the minimum award rate, provided

that no employee shall be paid less than any applicable minimum rate of pay prescribed by the

Minimum Conditions of Employment Act 1993.

(7) Liberty to apply is reserved in relation to any special category of employees not included here or

otherwise in relation to the application of the minimum adult award wage.

(8) Subject to this clause the minimum adult award wage shall –

(a) Apply to all work in ordinary hours.

(b) Apply to the calculation of overtime and all other penalty rates, superannuation, payments

during any period of paid leave and for all purposes of this award.

(9) Minimum Adult Award Wage

The rates of pay in this award include the minimum weekly wage for employees aged 21 or more

payable under the 2012 State Wage order decision. Any increase arising from the insertion of the

minimum wage will be offset against any equivalent amount in rates of pay received by employees

whose wages and conditions of employment are regulated by this award which are above the wage

rates prescribed in the award. Such above award payments include wages payable pursuant to

enterprise agreements, consent awards or award variations to give effect to enterprise agreements and

over award arrangements. Absorption which is contrary to the terms of an agreement is not required.

Increases under previous State Wage Case Principles or under the current Statement of Principles,

excepting those resulting from enterprise agreements, are not to be used to offset the minimum wage.

(10) Adult Apprentices

(a) Notwithstanding the provisions of this clause, an apprentice, 21 years of age or more, shall not

be paid less than $543.50 per week on and from the commencement of the first pay period on

or after 1 July 2012.

(b) The rate paid in the paragraph above to an apprentice 21 years of age or more is payable on

superannuation and during any period of paid leave prescribed by this award.

(c) Where in this award an additional rate is expressed as a percentage, fraction or multiple of the

ordinary rate of pay, it shall be calculated upon the rate prescribed in this award for the actual

year of apprenticeship.

(d) Nothing in this clause shall operate to reduce the rate of pay fixed by the award for an adult

apprentice in force immediately prior to 5 June 2003.

2. - ARRANGEMENT

1. Title

1B. Minimum Adult Award Wage

2. Arrangement

2A No Extra Claims

3 Area

4 Scope

5 Term

6 Definition

7 Engagement

8 Rates of Pay

9 Payment of Wages

10. Refreshment Break

11. Higher Duties Allowance 12. Shortages

13. Record

14. Right of Entry

15. Long Service Leave

16. Posting of Awards and Notices

17. Superannuation

18. Award Modernisation (Enterprise Agreements)

Appendix - Resolution of Disputes Requirement

Schedule A - Respondents

Schedule B - Named Union Party

Schedule C - Enterprise Agreement - Totalisator Agency Board of Western Australia

Appendix - S.49B - Inspection Of Records Requirements

2A. - NO EXTRA CLAIMS

It is a term of this award (arising from the decision of the Commission in Court Session in Application No. 704

of 1991) that the Union will not pursue prior to 15th November 1991 any extra claim, award or overaward,

except where consistent with the State Wage Principles.

3. - AREA

This award shall operate throughout the State of Western Australia.

4. - SCOPE

This award shall apply to employees who are employed in or in connection with the receipt of money from

totalisator bettors and/or the issuance of tickets and/or the payment of dividends to such bettors and to

employees who supervise this work by others, all of whom are referred to in Clause 8. - Rates of Pay and

defined in Clause 6. - Definition, and employed only on days when betting facilities are available to the public.

5. - TERM

The term of this award shall be for a period of eighteen months commencing on and from January 16, 1978.

6. - DEFINITIONS

'Clerk' means a employee carrying out all or any of the following functions: operating or attending a computer

terminal for the receipt and payment of bets, operating a telex outlet, paying wages, receiving bets or giving or

receiving information relating to betting by telephone, preparing betting information for display purposes or

completing returns in relation to betting.

'Supervising Clerk' or 'Banker' means a employee supervising clerks as defined and/or carrying out banking

duties in relation to monies received by or paid to bettors.

7. - ENGAGEMENT

(1) Employees may be engaged for a single work period or for a sequence of work periods week by week

at the option of the employer. Where the engagement is of a continuing nature the contract may be

varied from time to time by agreement between the employee and the employer.

(2) An employee who is engaged for a work period and who commences such work period, shall be paid

for a minimum of two hours work.

(3) Where the engagement is of a continuing nature the employee or the employer may terminate the

contract at any time by giving notice no later than the day before the day on which the next work

period would have been worked but for the termination. In lieu of the notice referred to in this

subclause an amount equal to two hours pay shall be paid by the terminator.

(4) The contract shall terminate if an employee fails to present himself for a work period required to be

worked in accordance with the contract unless the employee produces proof satisfactory to the

employer that the employee was reasonably absent during that work period in which case service shall

be continuous notwithstanding the absence.

(5) An employee engaged to work a particular work period whether part of a continuous engagement or

not shall be paid as for one hour's work if the employer is unable to provide work for that period unless

notice has been given at least two hours before the time of commencement of that work period.

(6) Once in any year at a time convenient to the employer an employee may elect to be absent for a period

of not more than four weeks. Such absence shall not break the continuity of service.

(7) Nothing contained in this clause prevents the employer from instantly dismissing an employee

committing a misconduct justifying instant dismissal and the contract thereby terminates. When such a

dismissal has taken place wages shall be paid up to the time of dismissal only.

(8) An employer may direct an employee to carry out such duties as are within the limits of the employee's

skill, competence and training.

8. - RATES OF PAY

(1) The minimum rates of pay per hour payable to the employees classified hereunder shall be:

Base Rate Per

Hour $

Arbitrated

Safety Net

Adjustment Per

Hour $

Total Rate

Per Hour $

(a) Clerk 9.97 7.99 17.96

(b) Supervising Clerk and/or

banker

10.41 8.01 18.42

(c) The rates of pay in this award include arbitrated safety net adjustments available since

December 1993, under the Arbitrated Safety Net Adjustment Principle.

These arbitrated safety net adjustments may be offset against any equivalent amount in the rate of pay received by employees since 1 November 1991 above the rate prescribed in the

Award, except where such absorption is contrary to the terms of an industrial agreement.

Increases in rates of pay otherwise made under the State Wage Case Principles, excepting

those resulting from enterprise agreements, are not to be used to offset arbitrated safety net

adjustments.

(d) Increases in rates of pay available under the State Wage Case Principles shall be applied and

calculated in the following manner to determine the hourly rates in Clause 1(a) and (b) if the

State Wage principle increase is expressed as a weekly amount.

Total Rate Per Hour Column

((Total Rate Per Hour x 38) + New Safety Net Increase) divided by 38 = New Total Rate Per

Hour

Arbitrated Safety Net Adjustment per Hour Column

(Total Rate per Hour Amount) subtract (Base Rate Per Hour Amount) = Arbitrated Safety Net

Adjustment Per Hour Amount

All Rates per hour are rounded to the nearest cent.

(2) Employees under the age of 21 years who are not regularly operating or attending a computer terminal

shall be paid 80% of the rate prescribed for a Clerk in subclause (1) hereof.

(3) In addition to the rates prescribed in subclauses (1) and (2) hereof employees shall be paid a loading

calculated in the following manner:

(a) Employees employed by the W.A. Turf Club 62%

(b) Employees employed by the W.A. Greyhound

Racing Association

46%

(c) Employees employed by the W.A. Trotting

Association

27%

(d) All others 31%

(e) The loadings referred to in paragraphs (a), (b), (c)

and (d) hereof include amounts in compensation for

the fact that annual leave, annual leave loading and sick leave are not otherwise provided for in this

award.

9. - PAYMENT OF WAGES

(1) Wages due to an employee shall be either paid at the completion of each work period or, subject to

agreement between the employer and the Union, at any time within seven days of the completion of the

work period for which payment is due.

(2) Subject to agreement between the employer and the Union, wages may be paid by direct funds transfer

to the credit of an account nominated by the employee.

10. - REFRESHMENT BREAK

An unpaid refreshment break of fifteen minutes duration shall be allowed by the employer to the employee

during the course of the work period. Such break shall be taken at a time convenient to the employer.

11. - HIGHER DUTIES ALLOWANCE

(1) An employee who is engaged for less than half time on work covered by a higher classification than the

one for which the employee was employed on that day shall be paid the higher rate for the time so

employed in such higher classification.

(2) An employee who works for more than half the total time employed in a higher classification than the

one for which the employee was engaged on that day shall receive payment for the whole of the time at

the rate applicable to such higher classification.

12. - SHORTAGES

(1) Where a shortage is claimed in the money of an employee, the money shall be held and the employee

shall be given the opportunity of re-checking as soon as conveniently possible.

(2) Employees shall be responsible for the repayment of all shortages and such shortages may be deducted from payment due in accordance with the award, provided that shortages which are the result of the

faulty operation of the ticket issuing machines or electrical or mechanical systems shall not be

classified as shortages for the purpose of this clause.

(3) In order that this clause shall be fully effective it shall be a condition of this award that full disclosure

is made of each and every variance in employees' cash balances.

(4) Employees shall be notified, as soon as possible, of any shortages and where any dispute arises in

connection with a shortage the secretary or other accredited officer of the union shall have the right to

discuss the matter with the employer for the purpose of settling the dispute. Failing agreement at such

discussion the dispute may be referred to the Industrial Commission for determination.

13. - RECORD

The employer shall keep at his registered office a record wherein shall be kept -

(1) the full name and postal address of each employee;

(2) the hours worked, classification of and wages paid to each employee for each work period.

The record shall be open for inspection during the normal business hours at the registered office of the employer

by an accredited officer of the union.

Before exercising a power of inspection the representative shall give reasonable notice of not less than 24 hours

to the employer.

14. - RIGHT OF ENTRY

With the consent of the employer an accredited officer of the union on legitimate union business shall be

permitted to enter the premises of the employer.

Provided that nothing in this subclause shall empower a duly accredited official of the union to enter any part of

the premises of the employer, pursuant to this subclause, unless the employer is the employer or former

employer of a member of the Union.

15. - LONG SERVICE LEAVE

The Long Service Leave provisions published in Volume 58 of the Western Australian Industrial Gazette at

pages 1 to 6 both inclusive are hereby incorporated in and shall be deemed to be part of this award.

16. - POSTING OF AWARDS AND NOTICES

(1) A copy of this award, if supplied, by the union, shall be placed by the employer in a suitable place

agreed upon by both the employer and the union or in default of agreement as decided by the Industrial

Commission.

(2) The union shall in addition have the right to use such notice board for union notices.

17. - SUPERANNUATION

The superannuation provisions contained herein operate subject to the requirements of the hereinafter prescribed

provision titled - Compliance, Nomination and Transition.

(1) Definitions:

In this clause -

(a) "Approved Occupational Superannuation Fund" means a superannuation fund which complies

with the Occupational Superannuation Standards Act, 1987.

(b) "Fund" means -

(i) the Clerical, Administrative and Retail Employees' Superannuation Plan; or

(ii) Westscheme; or

(iii) The Racing Industry Superannuation Fund (WA); or

(iv) any other approved occupational superannuation fund; or

(v) any other approved occupational superannuation fund to which an employer or

employee who is a member of the religious fellowship known as the Brethren elects to contribute.

(c) "Ordinary time earnings" means the base classification rate, including supplementary

payments where appropriate, in charge rates, shift penalties and any over-award payments,

together with any other all purpose allowance or penalty payment for work in ordinary time

and shall include in respect of casual employees the appropriate casual loadings prescribed by

this award, but shall exclude any payment for overtime worked, vehicle allowances (including

payments made for travelling relating to distant work), commission or bonus.

(d) "Eligible Employee" means an employee whose employment is regulated by this Award and

who is or becomes a member of a Fund.

(e) "Relevant Work Period" means the period of six months which elapses between the dates of 1

January and 30 June and 1 July to 31 December in each calendar year.

(f) "Trustee" means the trustee of the relevant fund.

(2) Choice of Fund:

(a) Existing employers as at the date of this Order must notify the Union of the fund in subclause

(1)(b)(iv) to which they intend to contribute and the date of commencement of contributions.

(b) The Union must be notified in writing of the choice of fund and the date of commencement of

contributions referred to in paragraph (a) within 30 days of the date of this Order.

(c) Future employers must notify the Union in writing of the fund in subclause (1)(b)(iv) into

which they intend to contribute and the intended date of the commencement of contributions

at least 30 days prior to the payment of the first contributions to the fund.

(d) Within 30 days of the notice referred to in paragraphs (b) and (c) the Union may challenge the

suitability of the proposed fund by notifying both the Commission and the employer of a

dispute.

(3) Contributions:

(a) An employer shall, subject to subclauses (10) and (11), contribute to a fund in respect of each

eligible employee an amount equal to 3% of each employee's ordinary time earnings for each

relevant work period; provided that no contribution shall be made in cases where 3% of

ordinary time earnings during that period is less than $52.00.

(b) Subject to the provisions of the relevant trust deed, employer contributions together with any

employee contributions shall be paid upon the completion of each relevant work period.

(c) In the event that an eligible employee is terminated prior to the completion of a relevant work

period, the employer shall contribute 3% of the employee's ordinary time earnings for that

period, provided that such employer contribution shall not be made when the amount is less

than $52.00.

(4) Alternative Calculation of Payments:

Notwithstanding the provisions of this clause the payment required to be made to a fund may be

calculated on a basis agreed in writing between the Union and the employer.

(5) Employer to Continue Participation:

An employer who participates in a fund shall not cease participation in that fund whilst employing any

eligible employee.

(6) Employer Failure to Participate in Fund:

(a) Where an employer has failed to make application to participate in a fund or has failed to

make payments to a fund, the employer shall be required to make application to participate in

a fund or to make payments to a fund within seven days of the failure being brought to the

employer's attention by any person.

(b) Where there has been a failure to make application to participate in a fund, upon acceptance

by the trustee the employer shall make a once only contribution to a fund in respect of each

eligible employee equivalent to the contributions which would otherwise have been payable in

accordance with this clause.

(c) Where there has been a failure to make payments to a fund the employer shall make a once

only contribution to a fund in respect of each eligible employee equivalent to the contribution

which the employer has failed to pay.

(7) Employees Voluntary Contributions:

Where the rules of a fund allow an employee member to make contributions the employee may elect to

make contributions to the fund and the employer shall, where an election is made upon the direction of

the employee, deduct contributions from the employee's wages and pay them to the fund in accordance

with the provisions of subclause (3)(b) hereof.

(8) Existing Superannuation Arrangements:

No employer shall be excluded from this clause on the basis of existing voluntary superannuation

arrangements.

(9) Supersession by Other Award or Agreement:

Nothing contained in this clause shall prevent any or all of the parties to this award from entering into

other awards or agreements which have the effect of superseding the superannuation provisions

contained in this clause.

(10) Suspension:

(a) Where, pursuant to subclause (2)(d) the Union challenges an employer's choice of fund, the

employer shall not make contributions to that fund until the dispute has been resolved by the

Commission.

(b) The contributions not made pursuant to paragraph (a) shall be made to the appropriate fund in

accordance with subclause (3)(a) following the resolution of the dispute by the Commission.

(11) Employee Entry into Fund:

(a) The employer must provide an employee with an application to join a fund within 28 days of

the operative date of this clause or the employee commencing employment, whichever is the

later.

(b) The employer is not obliged to make contributions to a fund -

(i) Where an employee has completed a letter of denial; or

(ii) where an employee has not completed and returned the application referred to in

paragraph (a) hereof.

Provided that an employer shall, pursuant to the provisions of subclause (3), commence to

make such contributions upon the subsequent completion of an application form by an

employee; but such contributions shall not be made for any relevant work period which has

been completed prior to the date upon which the employee submits the completed application form.

(c) In the event that an employee member of a fund terminates employment with one employer

and commences employment with another employer, the latter employer being a participating

employer in the same fund as the former employer, then the provisions of this subclause do

not apply to the latter employer.

(d) The letter of denial shall be in the following form -

"To (employer)

I have received an application for member ship of the non-contributory Superannuation Fund

and understand:

(1) that should I sign such form you will make contributions on my behalf; and

(2) that I am not required to make contributions of my own; and

(3) that no deductions will be made from my wages for superannuation without my

consent.

However, I do not wish to be a member of the fund or have contributions made on my behalf.

____________ (Signature)

____________

(Name)

____________

(Address)

_____________ ......./......./.......

(Classification) (Date)

(e) A copy of the letter of denial shall be forwarded to the Union.

(12) Preservation:

The provisions of this paragraph shall not apply to any employer who has entered into an arrangement

to pay superannuation contributions into any other approved occupational superannuation fund and

such arrangement has been ratified by either the Western Australian Industrial Relations Commission

or the Australian Industrial Relations Commission.

Compliance, Nomination and Transition

Notwithstanding anything contained elsewhere herein which requires that contribution be made to a

superannuation fund or scheme in respect of an employee, on and from 30 June 1998 -

(a) Any such fund or scheme shall no longer be a complying superannuation fund or scheme for

the purposes of this clause unless -

(i) the fund or scheme is a complying fund or scheme within the meaning of the

Superannuation Guarantee (Administration) Act 1992 of the Commonwealth; and

(ii) under the governing rules of the fund or scheme, contributions may be made by or in respect of the employee permitted to nominate a fund or scheme;

(b) The employee shall be entitled to nominate the complying superannuation fund or scheme to

which contributions are to be made by or in respect of the employee;

(c) The employer shall notify the employee of the entitlement to nominate a complying

superannuation fund or scheme as soon as practicable;

(d) A nomination or notification of the type referred to in paragraphs (b) and (c) of this subclause

shall, subject to the requirements of regulations made pursuant to the Industrial Relations

Legislation Amendment and Repeal Act 1995, be given in writing to the employer or the

employee to whom such is directed;

(e) The employee and employer shall be bound by the nomination of the employee unless the

employee and employer agree to change the complying superannuation fund or scheme to

which contributions are to be made;

(f) The employer shall not unreasonably refuse to agree to a change of complying superannuation

fund or scheme requested by a employee;

Provided that on and from 30 June 1998, and until an employee thereafter nominates a

complying superannuation fund or scheme -

(g) if one or more complying superannuation funds or schemes to which contributions may be

made be specified herein, the employer is required to make contributions to that fund or scheme, or one of those funds or schemes nominated by the employer;

or

(h) if no complying superannuation fund or scheme to which contributions may be made be

specified herein, the employer is required to make contributions to a complying fund or

scheme nominated by the employer.

18. - AWARD MODERNISATION (ENTERPRISE AGREEMENTS)

(1) The parties are committed to modernising the terms of this Award.

(2) Employers and employees covered by this Award may reach agreement at the level of individual

enterprises to provide for more flexible working arrangements, improved quality of working life,

enhanced skills and job satisfaction. Such Enterprise Agreements may involve a variation in the

application of award provisions in order to meet the requirements of individual enterprises and their

employees. Agreements may be negotiated and consequential award variations processed in accordance with subclause (3) of this clause.

(3) The Union will discuss all matters relating to increased flexibility that are raised by the employer. Any

such discussion with the Union shall be on the premise that -

(a) The majority of employees at the enterprise must genuinely agree.

(b) No employee will lose income as a result of the change.

(c) The Union must be party to the agreement, in particular, where enterprise level discussions are

considering matters requiring any award variation, the Union shall be invited to participate.

(d) The Union shall not unreasonably oppose any agreement.

(e) Agreements are to be submitted for ratification by the Commission.

APPENDIX - RESOLUTION OF DISPUTES REQUIREMENT

(1) This Appendix is inserted into the award/industrial agreement as a result of legislation which came into

effect on 16 January 1996 (Industrial Relations Legislation Amendment and Repeal Act 1995) and

further varied by legislation which came into effect on 23 May 1997 (Labour Relations Legislation

Amendment Act 1997).

(2) Subject to this appendix, and in addition to any current arrangements the following procedures shall

apply in connection with questions, disputes or difficulties arising under this award/industrial

agreement.

(a) The persons directly involved, or representatives of person/s directly involved, shall discuss

the question, dispute or difficulty as soon as is practicable.

(b) (i) If these discussions do not result in a settlement, the question, dispute or difficulty

shall be referred to senior management for further discussion.

(ii) Discussions at this level will take place as soon as practicable.

(3) The terms of any agreed settlement should be jointly recorded.

(4) Any settlement reached which is contrary to the terms of this award/industrial agreement shall not have

effect unless and until that conflict is resolved to allow for it.

(5) Nothing in this appendix shall be read so as to exclude an organisation party to or bound by the

award/industrial agreement from representing its members.

(6) Any question, dispute or difficulty not settled may be referred to the Western Australian Industrial

Relations Commission provided that with effect from 22 November 1997 it is required that persons

involved in the question, dispute or difficulty shall confer among themselves and make reasonable

attempts to resolve questions, disputes or difficulties before taking those matters to the Commission..

SCHEDULE A - RESPONDENTS

B.P.D. Brookes

TAB Agency 14

228 Main Street

OSBORNE PARK WA 6017

Ellar Investments & L.S. Perron

TAB Agency 48

214 Canning Highway

COMO WA 6152

H. & V. Gisler & H. Bradley TAB Agency 65

60 Russell Street

MORLEY WA 6062

R & G. Kitch

TAB Agency 17

280-282 Beaufort Street

PERTH WA 6000

Leanam Pty Ltd

TAB Agency 28

6 Webber Road

WILLAGEE WA 6156

Merryfield Pty Ltd

TAB Agency 117

Sylvia Street

NOLLAMARA WA 6061

B.T. & L.M. Shelley

TAB Agency 96

Shop 44, Kalamunda Shopping Centre

Haynes Road

KALAMUNDA WA 6076

Totalisator Agency Board of Western Australia

14 Hasler Road

OSBORNE PARK WA 6017

Western Australian Greyhound Racing Association

Station Street

CANNINGTON WA 6107

Western Australian Trotting Association

Nelson Crescent EAST PERTH WA 6000

Western Australian Turf Club

70 Grandstand Road

BELMONT WA 6104

DATED at Perth this 16th day of March, 1978

SCHEDULE B - NAMED UNION PARTY

The Federated Clerks' Union of Australia, Industrial Union of Workers, W.A. Branch is a named party to this

Award.

SCHEDULE C - ENTERPRISE AGREEMENT –

TOTALISATOR AGENCY BOARD OF WESTERN AUSTRALIA

1. APPLICATION

(a) The provisions of this Schedule shall apply only to Racing & Wagering Western Australia

(“RWWA”) and its employees.

(b) The provisions of this Schedule shall be read in conjunction with the provisions of this Award.

Where these provisions are inconsistent with, or different from the provisions of the Award,

the provisions of this Schedule shall prevail.

2. RATES OF PAY

(a) The minimum hourly base rates of pay payable to the employees classified hereunder shall be:

RWWA Base

Rate prior to

ratification of

EBA

3.8% increase

to the Base Rate

– on ratification

of EBA and

backdated to

1/11/04.

3.6% increase

to the Base Rate

– on 1/11/05

Increase to

the Base Rate

– 1/11/06

Agreement

Base Rate of

Pay (for

calculation

purposes)

$18.85 *$19.57 *$20.28 *$TBA

*The above rates contain a loading of 38.16% in lieu of annual leave, annual leave loading, sick

leave, Public Holidays, evenings, Saturdays and a total of 52 Sunday Race Days

(b) Proposed increase for the third year of the Agreement (2006/07) will be reflective of the

increase applied to the GOSAC General Agreement rates of pay but in any event is not to be

greater than the general movement in wages approved by the RWWA Board for application to

RWWA employees.

(c) All increases effective from the first pay period after 1 November of the relevant year.

Increases for 2004/05 will be effective from 1 November 2004.

(d) The following rates of pay apply to casual employees within the operational areas of RWWA:

(i) Customer Service Centre / Control Centre / Managed Agencies – receive a base rate

of pay as outlined in Attachment A.

(ii) This base rate of pay includes a loading of 38.16% in lieu of annual leave, annual

leave loading, sick leave, Public Holidays, evenings, Saturdays and Sunday race

days.

(iii) Call Centre – receive a rate of pay based on the Agreement base rate of pay in 2 (a)

and then adjusted to allow for a Monday to Saturday rate and a loading for hours

worked on Sunday (20%) or Public Holiday (25%) as outlined in Attachment B.

(e) An additional payment of either 10% or 20% above the Agreement base rate of pay as

outlined in (2) (a) of this Agreement will be applied to employees employed as Customer

Service Representatives in the Customer Service Centre; Casual employees employed in the Control Centre or Casual employees employed within RWWA Managed Agencies depending

on their specific skill level and competencies as assessed from time to time. These rates

recognise the additional responsibilities associated with these three operational areas and the

individual employees’ competencies and are set out in Attachment A to this Agreement.

(f) Trainee Rate - a trainee rate being 90% of the Call Centre base rate of pay, shall apply to all

new employees in the Call Centre for a period of six (6) months subject to the provisions of

Clause 7 (b).

(g) Given the different wage structure between operational areas, as defined in Clause (2) (c) (i)

and (ii), the following payment conditions apply to cover the movement of employees from

the Call Centre to either the Customer Service Centre or the Control Centre:

(i) Permanent Transfer – where a Call Centre employee is permanently transferred to the

Customer Service Centre or the Control Centre, that employee will be paid on the same basis as other employees in that operational area depending on the employee’s

individual skills and competencies as outlined in Attachment A to this Agreement.

(ii) Temporary Transfer - where a Call Centre employee undertakes a shift or number of

shifts in the Customer Service Centre or Control Centre on a temporary or relief

basis, the rate of pay applied will be in line with the existing wages framework within

the Call Centre i.e. Call Centre base rate of pay Monday to Saturday, plus Sunday

and Public Holiday penalties for the respective area.

(iii) This temporary rate will also be dependant on the employee’s individual skills and

competencies as assessed from time to time and as outlined in Attachment A to this

Agreement.

(h) The loading and penalties referred to in (2) (d) (ii) in relation to work performed on Sundays is

based on the requirement that employees can be required to be rostered to work 52 Sundays in

any one year.

3. CALL CENTRE - STAFFING ARRANGEMENTS

(a) Shift rosters will be prepared taking into account business needs, skill levels required to

handle the business offering and where possible employee preferences in line with established

processes.

(b) Whilst the Contract of Employment requires Customer Service Representatives to make

themselves available to work rostered hours as requested by RWWA, including Sunday race

days, it is recognised that employees will require some flexibility within the rostering system

to cater for personal needs.

(c) The following rules are incorporated into the rostering and shift swapping process for

RWWA’s Call Centre. Any changes to Call Centre staffing arrangements, as outlined in this

Agreement, will only be introduced after consultation with employees and union delegates.

3.1 Shift Swapping

(a) Whilst each employee is responsible for working shifts as rostered, employees are able to swap the following number of shifts per month without prior approval of their

Team Leader:

All Timers – 5 shifts

Other Call Centre Employees –3 shifts.

(b) Once a shift swap is agreed between the parties, the Team Leader must be advised to

arrange rostering amendments.

(c) Employees seeking additional shift swaps are to consult with their immediate Team

Leader for prior approval. Each request for additional shift swaps are to be assessed

on an individual needs basis.

(d) It is the responsibility of all employees to check the roster for approved shift swaps.

(e) Each employee who accepts a shift swap is ultimately responsible to ensure that the

rostered shift is performed.

(f) Where possible, an employee should attempt to swap within their designated

availability or Team within their allocated skill group as defined from time to time to

meet operational purposes (eg multilingual, sportsbet, racing and racing general) to

meet the business offering.

(g) The shift swap must be agreed by both employees involved in the swap.

(h) Shift swaps are to be arranged via the process developed and implemented by the

organisation from time to time to assist both employees and Team Leaders in

managing the process.

(i) Where practicable double shifts (as approved) must have a minimum 30 minutes

break between shifts where the overall shift time exceeds 8 hours.

3.2 Employee Rostering

(a) Where possible, employee rosters are to be published 4 weeks in advance.

(b) It is expected that all employees will be available to work as per their nominated

availability. Where employees anticipate having another appointment during the

forthcoming roster period they are required to advise their Team Leader of their

unavailability prior to the roster being finalised.

(c) There is a requirement for all employees to advise management of their available

times for rostering purposes as required. Any subsequent changes are to be in

writing.

3.3. Extra Shifts

(a) Where a shift becomes available during a rostering period where possible the

additional available hours will be offered to employees who have had their hours

“reduced” during that rostering period due to unforeseen circumstances (e.g. racing

schedules affected by bad weather), in line with their nominated availability and

within the allocated skills required to meet the business offering.

(b) Where the shift is unable to be re-allocated based on the above criteria it will be filled

on a cyclical basis from the nominated availability list. Employees will periodically

be invited to nominate for the list.

3.4 Sunday Shifts

(a) Sunday work continues to be an extra shift.

(b) The Sunday rosters are to be filled on a cyclical rostering arrangement.

(c) Where a rostered Sunday shift is not required by the employee, the shift may be

“swapped” for another shift or given away to another employee within their allocated

skill group to meet the business offering.

3.5 Public Holidays

(a) Public Holiday rosters are to be filled on a cyclical rostering arrangement.

(b) Where a Public Holiday shift is not required by the employee, the shift may be

“swapped” for another shift or given away to another employee within their allocated

skill group to meet the business offering.

3.6 Christmas Day and Good Friday

(a) Racing does not currently occur on Christmas Day or Good Friday, however, should

racing be contemplated on these days and RWWA decides to offer a service to its

customers, RWWA will consult with its employees to ensure that employees with

proven religious conviction or special circumstances are considered in rostering

requirements.

(b) Management will attempt to fill rosters on a voluntary basis first.

4. Control Centre / Customer Service Centre – Staffing Arrangements

(a) Employees shall be available to be rostered to work on Sundays as required in addition to their

Monday to Saturday rostered shifts.

(b) Sunday shifts in the Customer Service Centre will be rostered on a cyclical basis in line with

the employee’s competencies. In the case of the Customer Service Centre, Sundays will be

considered to be an extra shift.

(c) Employees are able to swap shifts with other employees. Once a shift swap is agreed between

the parties, the Supervisor or Team Leader must be advised to arrange rostering amendments.

(d) Where an employee is unable to perform a rostered shift, the employee may seek to arrange a

suitable swap with another employee or give the shift away.

(e) Each employee who accepts a shift swap is ultimately responsible to ensure that the rostered

shift is performed.

5. Minimum Engagement

(a) An employee who is engaged for a work period and who commences such shift, shall be paid

for a minimum of two (2) hours work, except where the employee is ill or requests to leave for

personal reasons before completing two hours work in which case payment will be made for

actual time worked.

(b) Where an employee is engaged for a work period and having commenced such work period

has their shift concluded by the instigation of the employer, due to business requirements, the

employee shall be paid for a minimum of three (3) hours work.

6. Breaks Changes

6.1 Saturday

Shift Duration Meal Break Rest Break Total Break

Time

Up to 4 hours 15 minutes 2 x 5 25 mins

4 to 6 hours 20 minutes 3 x 5 35 mins

Over 6 hours 20 minutes 4 x 5 40 mins

Over 8 hours 30 minutes 4 x 5 50 mins

6.2 Monday to Friday and Sunday

Shift Duration Meal Break Other Breaks

Up to 4 hours 15 minutes Non-scheduled breaks to be provided on a

required basis subject to business demands.

Such breaks to be not less than those

applying to the schedule of Saturday breaks.

Over 4 hours 20 minutes

(a) Shift scheduled breaks for employees will be posted before the commencement of

Saturday and Public Holiday shifts.

(b) Employees will monitor the progress of races on television screens and computer

terminals and are to use common sense in taking breaks and communicate with the

shift Team Leader/ Supervisor at the time.

(c) Employees will not take a break if a race is about to jump or there are calls waiting to

be answered. However, it is recognised than on occasion due to an unanticipated demand it may not be practical to wait until there are no calls waiting to be answered

before taking a rostered or additional rest break.

7. Training

(a) It is the aim of RWWA to maintain and where appropriate further develop their workforce to

meet both business requirements and the needs of customers.

(b) New trainees will remain on the Trainee rate for a period of six (6) months or until they are

assessed as being fully competent.

(c) Where employees are identified as not meeting the required operational standards the

emphasis will continue to be on coaching and re-training to assist employees in improving

their skill level to meet the needs of the customer and the organisation.

(d) Retraining of existing employees is to be undertaken by the Training Officer and/or Team

Leaders and can, by agreement, involve some of the more experienced employees.

(e) RWWA will include the continued provision of comprehensive level of training in line with

the current training and retraining processes and programs including specific training for new

products and marketing initiatives.

(f) Where the training is required to meet specific marketing campaigns, employees will either be

called on a voluntary basis to meet the demand. Where a specific skill level is required to

undertake the role, employees will be advised of this aspect when nominations are called for.

8. Bereavement Leave

(a) The employer will grant a maximum equivalent to two (2) days (either consecutive or non-

consecutive) paid leave to an employee who applies for bereavement leave. In extenuating

circumstances the employee may negotiate an appropriate extension of this period with no

payment applying.

(b) For the purposes of this clause “bereavement” will mean death of a partner, child, stepchild, parent, stepparent, guardian, sibling, stepsibling, grandparent, other relative or close personal

friend.

(c) Bereavement leave may also be used for the purpose of attending funerals of family, relatives

and close personal friends.

(d) The employer may request reasonable proof before paying bereavement leave.

(e) Payment for bereavement leave will be the equivalent of the shift that the employee was

rostered to work.

(f) Applications for bereavement leave must be made through the Team Leader/Supervisor or line

manager.

9. LONG SERVICE LEAVE

(a) Employees are entitled to Long Service Leave conditions in accordance with Clause 15 of the

Clerks (Racing Industry – Betting) Award 1978.

(b) Long service leave taken within the above entitlement may be taken in periods of one (1)

week.

10. TERMINATION PAYMENT

(a) A termination payment will be made if either of the following actions occurs:

(i) RWWA is privatised or sold and employees are not offered suitable alternative

employment with the new employer; or

(ii) RWWA introduces significant operational or technological change that will have a

significant impact on the longer term scheduling of employees.

(b) To be eligible for a termination payment, employees must have completed one (1) year of

continuous employment with RWWA.

(c) Continuous employment for the purposes of this clause shall be as in the Long Service Leave

conditions in accordance with Clause 15 of the Clerks (Racing Industry – Betting) Award

1978.

(d) Termination payments will be calculated on the following basis:

Period of continuous service Termination payment

Less than 1 year Nil

For each year of service after 1 year

2.5 weeks for each year of completed service (up to a maximum total of 52 weeks)

(e) Termination payments will be based on the employee’s average hours worked over the

previous 12 month period prior to the actual date of termination at the applicable rate of pay

being received (i.e. average hours worked and average hourly rate of pay received for Call

Centre, CSC and Control Centre employees).

(f) This clause will only be given effect if RWWA undergoes either of the actions described in (i)

and (ii) and employees are not offered suitable alternative employment.

(g) This clause does not intend that casual employees are permanent employees for the purposes

of any other employment provisions (for example sick leave, public holidays or annual leave)

applicable to other categories of RWWA employees.

11. Ongoing consultation processes between RWWA management and employees

(a) The parties recognise the need for effective communication to improve the

business/operational performance and working environment. The parties acknowledge that decisions will continue to be made by the employer, who is responsible and accountable to the

RWWA Board and all stakeholders for the effective and efficient operation of the

organisation.

(b) The parties agree that:

(i) Where the employer proposes to make changes likely to affect existing practices,

working conditions or employment prospects of the employees, the employees

affected shall be notified by the employer as early as possible; and

(iii) For the purposes of such discussion, the employer shall provide to the employees

concerned relevant information about the changes, including the nature of the

changes and potential impact on the employees, provided that the employer shall not

be required to disclose any confidential information.

12. Union Representatives

(a) The employer recognises the rights of the union to organise and represent its members. Union

representatives in the workplace have a legitimate role and function in assisting the union in the tasks of recruitment, organising, communication and representing members’ interests in

the workplace.

(b) The employer recognises that, under the union’s rules, union representatives are members of

an Electorate Delegates Committee representing members within a union electorate. A union

electorate may cover more than one workplace.

(c) The employer will recognise union representatives in the workplace and will allow them to

carry out their role and functions.

(d) The union will advise the employer in writing of the names of the union representatives in the

workplace.

(e) The employer recognises the authorisation of each union representative in the workplace and

will provide them with the following:

(i) As agreed from time to time, paid time off from normal duties to perform their

function as a union representative such as involvement in and attending negotiation meetings, representing specific issues raised by members and participation in

working groups.

(ii) Access to facilities required for the purpose of carrying out their duties. Facilities

may include but is not limited to, the use of meeting rooms, telephones, fax, email,

internet, photocopiers and stationery. Such access to facilities shall not unreasonably

affect the operation of the organisation and shall be in accordance with normal

workplace protocols.

(iii) A notice board for the display of union materials.

(iv) Access to periods of leave of absence for the purpose of attending union training

courses.

(v) Notification of the commencement of new employees, and as part of their induction,

time to discuss the benefits of union membership with them.

(vi) Access to awards, agreements, policies and procedures.

(vii) Access to information on matters affecting employees in accordance with this

Agreement.

(viii) The names of any Equal Employment Opportunity and Occupational Safety and

Health representatives.

(f) The employer recognises the need to ensure that union representatives in the workplace are

not threatened or disadvantaged in any way as a result of their role as a union representative.

(g) Both the Union and the elected union representatives understand the importance of working

closely with supervisors and management in the resolution of workplace issues with the aim of

minimising any direct impact on the effective operations of the organisation.

13. Duration of Schedule:

(a) This Schedule shall operate from the date of registration and shall remain in force for a period

of thirty six (36) months.

(b) The parties are committed to commencing negotiations for a replacement agreement six (6)

months prior to the expiry of this agreement.

(c) The parties agree to no further claims during the period of this EBA.

14. SIGNATURES TO AGREEMENT

(a) Signed for and on behalf of the Australian Services Union, West Australian Clerical &

Services Branch

______________________

________

______________________

________

P Burlinson Branch Secretary Date

(b) Signed for and on behalf of Racing and Wagering Western Australia

______________________

________

______________________

________

R B Bennett Chief Executive Officer Date

ATTACHMENT A

Rates of Pay for employees employed in Control Centre / Customer Service Centre / RWWA Managed

Agencies based on rates of pay as at 1 November 2004.

Position Rate per Hour

CONTROL CENTRE

Casual - Fully Competent Able to work any shift in the Control Centre

including Loading & Checking & Events

Monitoring with minimal supervision and

direction.

$23.51 - [+20%] *

Casual – Events Monitoring

Fully competent and able to work any shifts with

minimal supervision.

$21.54 - [+10%]*

Casual - Entry Rate

Utilised whilst the employee is learning the

Events Monitoring function and reaches a

standard where they are able to be rostered on any

shift (approx 6 weeks)

$20.55 - [+5%]*

CUSTOMER SERVICE CENTRE

Casual – Fully Competent

Able to undertake all functions in the Customer

Service Centre with minimal supervision and

direction.

$23.51 - [+20%]*

Casual CSC

Undertaking and learning a range of Customer

Service Centre functions but not assessed at Fully

Competent.

$21.54 - [+10%] *

Casual - Entry Rate

Utilised whilst the employee is learning a basic range of CSC functions

$20.55 - [+5%]*

MANAGED AGENCIES

Managed Agency Casual Managing the Agency or working alone.

$23.51 - [+20%] *

Agency Casual

$19.58

(* - % above Agreement Base Rate of Pay]

ATTACHMENT B

Agreement Rates of Pay

Amend 1.11.06 figures to reflect agreed amount

Current Increase to

38.16%

loading

3.80%

1.11.04

3.60%

1.11.05

TBA%

1.11.06

Call Centre

Mon-Sat $18.36 $18.37 $19.07 $19.76

Sun+20% loading $21.64 $21.65 $22.47 $23.28

P/Hol+25% loading $22.54 $22.55 $23.41 $24.25

Trainee 90% $16.52 $16.53 $17.16 $17.78

Customer Service

Centre

Base Rate $18.85 $18.86 $19.58 $20.28

Fully Competent

+20%

$22.64 $22.65 $23.51 $24.36

Casual +10% $20.74 $20.75 $21.54 $22.31

Entry Rate +5% $19.79 $19.80 $20.55 $21.29

Control

Base Rate $18.85 $18.86 $19.58 $20.28

Fully Competent

+20%

$22.64 $22.65 $23.51 $24.36

Casual +10% $20.74 $20.75 $21.54 $22.31

Entry Rate +5% $19.79 $19.80 $20.55 $21.29

Managed Agencies

Agency casual $18.85 $18.86 $19.58 $20.28

Working alone +20% $22.64 $22.65 $23.51 $24.36

APPENDIX - S.49B - INSPECTION OF RECORDS REQUIREMENTS

(1) Where this award, order or industrial agreement empowers a representative of an organisation of

employees party to this award, order or industrial agreement to inspect the time and wages records of

an employee or former employee, that power shall be exercised subject to the Industrial Relations

(General) Regulations 1997 (as may be amended from time to time) and the following:

(a) The employer may refuse the representative access to the records if: -

(i) the employer is of the opinion that access to the records by the representative of the

organisation would infringe the privacy of persons who are not members of the

organisation; and

(ii) the employer undertakes to produce the records to an Industrial Inspector within 48

hours of being notified of the requirement to inspect by the representative.

(b) The power of inspection may only be exercised by a representative of an organisation of

employees authorised for the purpose in accordance with the rules of the organisation.

(c) Before exercising a power of inspection, the representative shall give reasonable notice of not

less than 24 hours to an employer.

V A R I A T I O N R E C O R D

CLERKS' (RACING INDUSTRY - BETTING) AWARD

NO. R 22 OF 1977

Delivered 16/03/78 at 58 WAIG 329

Consolidated 07/04/83 at 63 WAIG 646

Consolidated 04/01/96 at 76 WAIG 246

CLAUSE

NO.

EXTENT OF

VARIATION

ORDER NO. OPERATIVE

DATE

GAZETTE

REFERENCE

1. Title

(1A. State Wage Principles)

Inserted by

G.O.

1752/91 31/01/92 72 WAIG 191

Cl. & Title 1457/93 24/12/93 74 WAIG 198

(1A. State Wage Principles December 1993)

Cl. & Title 985/94 30/12/94 75 WAIG 23

(1A. Statement of Principles December 1994)

Cl. & Title 1164/95 21/03/96 76 WAIG 911

(1A. Statement of Principles March 1996)

Cl & Title 915/96 7/08/96 6 WAIG 3368

(1A Statement of Principles - August 1996)

Cl & Title 940/97 14/11/97 77 WAIG 3177

(1A. Statement of Principles - November 1997)

Cl. & Title 757/98 12/06/98 78 WAIG 2579

(1A. Statement of Principles - June, 1998)

Del. Cl 609/99 06/07/99 79 WAIG 1847

1B. Minimum Adult Award Wage

Ins. 1B 940/97 14/11/97 77 WAIG 3177

Min. Wage &

text

609/99 01/08/99 79 WAIG 1847

Cl 654/00 01/08/00 80 WAIG 3379

Cl 752/01 01/08/01 81 WAIG 1721

Cl. 797/02 01/08/02 82 WAIG 1369

Cl. 569/03 5/06/03 83 WAIG 1899 &

2105

(9) 1197/03 1/11/03 83 WAIG 3537

Cl 570/04 4/06/04 84 WAIG 1521

Cl. 576/05 07/07/05 85 WAIG 2083 &

2297

Cl. 957/05 07/07/06 86 WAIG 1631 &

1825

Corr Order 957/05 07/07/06 86 WAIG 1660

Cl. 1/07 01/07/07 87 WAIG 1487 & 1703

Cl 115/07 01/07/08 88 WAIG 773 & 976

Cl 1/09 01/10/09 89 WAIG 735 & 1395

Cl 2/10 01/07/10 90 WAIG 568 & 890

Cl 2/11 01/07/11 91 WAIG 1008 & 1285

Cl 2/12 01/07/12 92 WAIG 1109

2. Arrangement

Cl. 1112/88 13/10/88 69 WAIG 15

Cl. 554/89 31/07/89 69 WAIG 3018

2A Deleted 1940/89 08/09/89 69 WAIG 2913

Cl. 2339A/89(R) 17/05/90 70 WAIG 1794

Cl. 2339B/89(R2) 10/06/91 71 WAIG 1852

Cl. 1200/91 17/10/91 71 WAIG 2905

Insert 1A 1752/91 31/01/92 72 WAIG 191

Ins. Sch. 418/93 06/05/93 73 WAIG 2777

1A. Title 1457/93 24/12/93 74 WAIG 198

1A. Title 985/94 30/12/94 75 WAIG 23

Cl. 1369/95 06/12/95 76 WAIG 169

1A. Title 1164/95 21/03/96 76 WAIG 911

Ins. Appendix - Resolution...

693/96 16/07/96 76 WAIG 2768

Ins. Appendix

- S.49B...

694/96 16/07/96 76 WAIG 2789

1A. Title 915/96 7/08/96 76 WAIG 3368

1A 940/97 14/11/97 77 WAIG 3177

Ins. 1B 940/97 14/11/97 77 WAIG 3177

1A. Title 757/98 12/06/98 78 WAIG 2579

Del. 1A 609/99 06/07/99 79 WAIG 1847

(2A. State Wage Principles - September 1988)

Ins cl. 1112/88 13/10/88 69 WAIG 15

Deleted by

G.O.

1940/89 08/09/89 69 WAIG 2913

Also deleted

by

2339A/89(R) 17/05/90 70 WAIG 1794

(2A. State Wage Principles - September 1989)

Ins. cl. 2339A/89(R) 17/05/90 70 WAIG 1794

Deleted by 1200/91 17/10/91 71 WAIG 2905

2A. No Extra Claims

Cl. & title 1200/91 17/10/91 71 WAIG 2905

3. Area

Cl. 2339A/89(R) 17/05/90 70 WAIG 1794

4. Scope

Cl. 2339A/89(R) 17/05/90 70 WAIG 1794

5. Term

6. Definition

Cl. 2339A/89(R) 17/05/90 70 WAIG 1794

7. Engagement

(2) & (5) 977/2/87 28/06/89 69 WAIG 2404

Cl. 2339A/89(R) 17/05/90 70 WAIG 1794

Ins. (8) 1200/91 17/10/91 71 WAIG 2905

8. Rates of Pay

Cl. 1112/88 31/10/88 69 WAIG 15

Cl. 977/2/87 28/06/89 69 WAIG 2404

Cl. 1195/87 15/09/89 69 WAIG 2721

Cl. 2339A/89(R) 17/05/90 70 WAIG 1794

(3) 868/89 20/08/90 70 WAIG 1794

(1) 2339B/89(R2) 10/06/91 71 WAIG 1852

Cl. 1200/91 17/10/91 71 WAIG 2905

(1) 123/94 13/04/94 74 WAIG 1272

(1) 400A/95 26/05/95 75WAIG 2164

(1) 400B/95 02/06/95 75 WAIG 2809

(1) 553/96 24/06/96 76WAIG 2406

Rates & Ins.

Text

940/97 14/11/97 77 WAIG 3177

(1) 1124/98 29/07/98 78 WAIG 3506

Rates

(1)(a),(b) &

(c) text

609/99 01/08/99 79 WAIG 1847

Cl 654/00 01/08/00 80 WAIG 3379

Cl 752/01 01/08/01 81 WAIG 1721

(1) 1417/02 31/10/02 82 WAIG 3230

Cl. 569/03 5/06/03 83 WAIG 1899 &

2106

Cl 570/04 4/06/04 84 WAIG 1521 &

1667

Cl. 576/05 07/07/05 85 WAIG 2083 &

2297

Cl. 957/05 07/07/06 86 WAIG 1631 &

1825

Corr Order 957/05 07/07/06 86 WAIG 1660

Cl. 1/07 01/07/07 87 WAIG 1487 &

1703

Cl 115/07 01/07/08 88 WAIG 773 & 976

Cl 1/09 01/10/09 89 WAIG 735 & 1395

Cl 2/10 01/07/10 90 WAIG 568 & 890

Cl 2/11 01/07/11 91 WAIG 1008 &

1285

Cl 2/12 01/07/12 92 WAIG 1109

9. Payment of Wages

Cl. 2339A/89(R) 17/05/90 70 WAIG 1794

Cl. 2339B/89(R2) 10/06/91 71 WAIG 1852

10. Refreshment Break

CL. 977/2/87 28/06/89 69 WAIG 2404

Cl. 2339A/89(R) 17/05/90 70 WAIG 1794

11. Higher Duties Allowance

Cl. 2339A/89(R) 17/05/90 70 WAIG 1794

12. Shortages

Cl. 2339A/89(R) 17/05/90 70 WAIG 1794

13. Record

Cl. 2339A/89(R) 17/05/90 70 WAIG 1794

Ins text. 491/98 16/04/98 78 WAIG 1471

14. Right of Entry

Ins.Txt 2053(1)/97 22/11/97 77 WAIG 3138

15. Long Service Leave

(16. Union Membership)

Clause deleted 2339A/89(R) 17/05/90 70 WAIG 1794

(17. Posting of Awards and Notices)

Re-numbered as Cl.16

2339A/89(R) 17/05/90 70 WAIG 1794

16. Posting of Awards and Notices

(18. Superannuation)

Ins. cl. 554/89 31/07/89 69 WAIG 3018

Re-number as

Cl.17

2339A/89(R) 17/05/90 70 WAIG 1794

17. Superannuation

(1)(d); &

(3)(a)

2339A/89(R) 17/05/90 70 WAIG 1794

Ins. Text 599/98 30/06/98 78 WAIG 2559

18. Award Modernisation (Enterprise Agreements)

Ins. Cl. 2339B/89(R2) 10/06/91 71 WAIG 1852

Appendix - Resolution of Disputes Requirement

Ins. Appendix 693/96 16/07/96 76 WAIG 2768

(1),(6), Del.

(7)

2053/97 22/11/97 77 WAIG 3079

(Schedule of Respondents)

Schedule 2339C/89(R2) 11/10/91 71 WAIG 2904

Rename Sch. 1369/95 06/12/95 76 WAIG 169

Schedule A - Respondents

(Schedule - Named Union Party)

Ins. Sch. 418/93 06/05/93 73 WAIG 2777

Rename Sch. 1369/95 06/12/95 76 WAIG 169

Schedule B - Named Union Party

(Schedule C - Enterprise Agreement - Totalisator Agency Board of Western Australia)

Ins. Sch. 1369/95 06/12/95 76 WAIG 169

Sch. 671/99 28/05/99 79 WAIG 1705

Sch. 773/02 24/06/02 82 WAIG 1224

Sch & Title 1692/04 05/05/05 85 WAIG 1974

Schedule C - Enterprise Agreement Racing & Wagering Western Australia

Appendix - S.49B - Inspection of Records Requirements

Ins. Appendix 694/96 16/07/96 76 WAIG 2789

(1) ins. Text 2053/97 22/11/97 77 WAIG 3138

App. 491/98 16/04/98 78 WAIG 1471