Common use of GRIEVANCE RESOLUTION PROCEDURE Clause in Contracts

GRIEVANCE RESOLUTION PROCEDURE. 10.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. 10.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of your choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer’s Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 Reasonable time limits shall be allowed for the completion of the various stages of the discussions. Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. While the dispute settlement procedures are being followed the parties are to ensure Industrial action does not take place, the status quo prior to the dispute prevails and work is to continue as normal without detriment to any of the parties. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. 10.2 . Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilized when all other options and steps in the process have been exhausted. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect effect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this the below procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an and/or employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or employee representative and employee’s representative, if applicable applicable, together with the employer’s Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliationmediation by a member of the Commission agreed by the employer and the relevant employees or their representative. In acting There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the role first instance by the earliest possible advice by one party to the other of conciliator the AIRC shall not propose any issue or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions, (with at least seven (7) calendar days being allowed for stages (i) to (iv)). Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee the representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo . (ii) The circumstances that existed prior to the dispute prevails and work prevail. (iii) Work is to continue as normal without detriment to any of the parties. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 10.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer’s 's Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. , (with at least (7) calendar days being allowed for stages 1 to 4). 10.4 Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. . 10.5 While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo (ii) The circumstances that existed prior to the dispute prevails and work prevail (iii) Work is to continue as normal without detriment to any of the parties 11.1 Superannuation payments will be made monthly into a complying fund of your choice. If a superannuation fund is not nominated within one week of commencement the funds will be paid into a default fund at the Company’s discretion. 10.5 The purpose 11.2 Employer contributions of this clause is 9% of ordinary times earning will be paid on behalf of each eligible employee to keep people at work and to maintain productivity wherever possible. Site meetings a complying fund in relation to dispute settlement provisions should be seen as accordance with the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.Superannuation Guarantee (Administration)

GRIEVANCE RESOLUTION PROCEDURE. 10.1 12.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 10.2 12.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer’s 's Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 12.3 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. , (with at least (7) calendar days being allowed for stages 1 to 4). 12.4 Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. . 12.5 While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo (ii) The circumstances that existed prior to the dispute prevails and work prevail (iii) Work is to continue as normal without detriment to any of the parties. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 10.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer’s 's Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. , (with at least (7) calendar days being allowed for stages 1 to 4). 10.4 Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. . 10.5 While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo (ii) The circumstances that existed prior to the dispute prevails and work prevail (iii) Work is to continue as normal without detriment to any of the parties. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 11.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 10.2 11.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management management, the employee and the employee or an employee nominated representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee, an employee or nominated representative chosen by the employee representative if applicable together with and the employer’s 's Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the partiesconference, the employer or the employee or employee and their nominated representative if applicable may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliationconciliation or arbitration. 11.3 There shall be an absolute commitment to achieve adherence to the above procedure. In acting This shall be facilitated in the role first instance by the earliest possible advice of conciliator the AIRC shall not propose any issue or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. , (with at least (7) calendar days being allowed for stages 1 to 4). 11.4 Work shall continue normally while this process is being followed. No party one shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, employer or the employee or employee representativeemployee, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. . 11.5 While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo (ii) The circumstances that existed prior to the dispute prevails and work prevail (iii) Work is to continue as normal without detriment to any of the parties 11.6 Any outcome determined by the Australian Industrial Relations Commission cannot be inconsistent with the Australian Government National Code of Practice for the Construction Industry and Implementation Guidelines or inconsistent with legislative obligations. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 12.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 10.2 12.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Supervisor / Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an or, if requested, a nominated employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or and nominated employee representative if applicable together with the employer’s Manager or Site 's Manager or a duly appointed company nominee. The employee may choose to have a representative from the workforce (including an accredited delegate of a relevant Union). (iv) Step 4: If the matter cannot be settled by a conference between the partiesconference, the employer or employee or employee representative any party may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code)) or legislative obligations. 10.3 12.3 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. , (with at least (7) calendar days being allowed for stages 1 to 4). 12.4 Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or nominated employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. . 12.5 While the dispute settlement procedures are being followed the parties are to ensure Industrial that: (i) industrial action does not take place, ; (ii) the status quo circumstances that existed prior to the dispute prevails and prevail; and (iii) work is to continue as normal without detriment to any of the parties. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. 10.2 . Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilized when all other options and steps in the process have been exhausted. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect effect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed:. (i) Step 1: The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an and/or employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or employee and employee’s representative if applicable together with the employer’s Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliationmediation by a member of the Commission agreed by the employer and the relevant employees or their representative. In acting There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the role first instance by the earliest possible advice by one party to the other of conciliator the AIRC shall not propose any issue or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions, (with at least seven (7) calendar days being allowed for stages (i) to (iv)). Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee the representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo . (ii) The circumstances that existed prior to the dispute prevails and work prevail. (iii) Work is to continue as normal without detriment to any of the parties. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 16.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 10.2 16.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an appointed employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or appointed employee representative if applicable together with the employer’s Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the any role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 16.3 There shall be an absolute commitment by the parties to a dispute to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. , (with at least (7) calendar days being allowed for stages 1 to 4). 16.4 Work shall continue normally while this process is being followed. No party to a dispute shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee the employee’s representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. . 16.5 While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo (ii) The circumstances that existed prior to the dispute prevails and work prevail (iii) Work is to continue as normal without detriment to any of the parties 17.1 Employer contributions on behalf of each eligible employee to the Superannuation Scheme (eg. XXXX(Q)), shall be: • $137.00 per week or $27.40 per day (Monday to Friday) • $143.00 per week or $28.60 per day (Monday to Friday) effective 07/7/2008 Superannuation payments (including both employer contributions and employee co-contributions) made to a superannuation scheme, are to be made on at least a monthly basis. Daily payments are permitted for less than a completed week. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 17.2 It is a condition of employment and a fundamental requirement term of this Agreement that employees accepting engagement under this clause be observed in its entiretyAgreement, are bound to co-contribute the following amounts from their net wages to their Superannuation Account. • $34.00 per week, or $6.80 per day (Monday to Friday) • $36.00 per week, or $7.20 per day (Monday to Friday) effective 07/7/2008 17.3 The Employer will forward, on behalf of each employee covered by this Agreement, the appropriate amount as stipulated above, directly to each employees’ Superannuation account on no less than a monthly basis.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 11.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 10.2 11.1 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer’s 's Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 11.2 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. , (with at least (7) calendar days being allowed for stages 1 to 4). 11.3 Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. . 11.4 While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo (ii) The circumstances that existed prior to the dispute prevails and work is to continue as normal without detriment to any of the parties. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.prevail

GRIEVANCE RESOLUTION PROCEDURE. 10.1 25.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 10.2 25.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an appointed employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or appointed employee representative if applicable together with the employer’s Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the any role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 25.3 There shall be an absolute commitment by the parties to a dispute to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. , (with at least (7) calendar days being allowed for stages 1 to 4). 25.4 Work shall continue normally while this process is being followed. No party to a dispute shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee the employee’s representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. . 25.5 While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo (ii) The circumstances that existed prior to the dispute prevails and work prevail (iii) Work is to continue as normal without detriment to any of the parties. 10.5 The purpose 26.1. Inclement weather means the existence of this clause rain or abnormal climatic conditions (whether they are those of hail, cold, high wind, severe dust storm, extreme high temperature or the like or any combination thereof) of which it is either not reasonable or not safe for employees exposed thereto to keep people at work and to maintain productivity wherever possiblecontinue working whilst the conditions prevail. Site meetings in relation to dispute settlement provisions should Should a portion of the site be seen as the last resort and only utilised when affected by inclement weather, all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement employees not so affected will continue working regardless that this clause some employees may be observed in its entirety.entitled to cease work due to inclement weather

GRIEVANCE RESOLUTION PROCEDURE. 10.1 11.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. 10.2 11.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of your choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer’s Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 11.3 Reasonable time limits shall be allowed for the completion of the various stages of the discussions. Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 11.4 This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. While the dispute settlement procedures are being followed the parties are to ensure Industrial action does not take place, the status quo prior to the dispute prevails and work is to continue as normal without detriment to any of the parties.and 10.5 11.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 11.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. 10.2 . Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilized when all other options and steps in the process have been exhausted. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect effect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed:. (i) Step 1: The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an and/or employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or employee and employee’s representative if applicable together with the employer’s Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliationmediation by a member of the Commission agreed by the employer and the relevant employees or their representative. In acting There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the role first instance by the earliest possible advice by one party to the other of conciliator the AIRC shall not propose any issue or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions, (with at least seven (7) calendar days being allowed for stages 1 to 4). Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee the representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo . (ii) The circumstances that existed prior to the dispute prevails and work prevail. (iii) Work is to continue as normal without detriment to any of the parties. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 9.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 10.2 9.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (ia) Step 1: The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (iib) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of your their choosing if applicable. (iiic) Step 3: If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer’s Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 9.3 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. 9.4 While the dispute settlement procedures are being followed the parties are to ensure Industrial action does not take place, the status quo that: (a) The circumstances that existed prior to the dispute prevails and work prevail (b) Work is to continue as normal without detriment to any of the parties 10.1 Employer contributions on behalf of each eligible employee to a Superannuation Scheme (eg. XXXX), shall be: • $125.00 per week • $132.00 per week effective 3/7/2006 • $137.00 per week effective 2/7/2007 • $143.00 per week effective 7/7/2008 Superannuation payments (including both employer contributions and employee co- contributions) are to be made on at least a monthly basis. Daily payments are limited to casual employees, all in payment employees and new employees engaged for less than a completed week. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 10.2 It is a condition of employment and a fundamental requirement term of this Agreement that employees endorsing this clause be observed Agreement or accepting engagement under this Agreement, are bound to co-contribute the following amounts from their net wages to their Superannuation Account. • $33.00 per week effective 3/7/2006 • $34.00 per week effective 2/7/2007 • $36.00 per week effective 7/7/2007 10.3 The Employer will forward, on behalf of each employee covered by this Agreement, the appropriate amount as stipulated in its entiretyclauses 11.1 and 11.2 above, directly to each employee’s account on no less than a monthly basis.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 12.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 10.2 12.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management management, the employee and the employee or an employee nominated representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee, an employee or nominated representative chosen by the employee representative if applicable together with and the employer’s Manager or Site 's Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the partiesconference, the employer or the employee or employee and their nominated representative if applicable may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliationconciliation or arbitration. 12.3 There shall be an absolute commitment to achieve adherence to the above procedure. In acting This shall be facilitated in the role first instance by the earliest possible advice of conciliator the AIRC shall not propose any issue or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. , (with at least (7) calendar days being allowed for stages 1 to 4). 12.4 Work shall continue normally while this process is being followed. No party one shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, employer or the employee or employee representativeemployee, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. . 12.5 While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo (ii) The circumstances that existed prior to the dispute prevails and work prevail (iii) Work is to continue as normal without detriment to any of the parties. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 16.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 10.2 16.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an appointed employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or appointed employee representative if applicable together with the employer’s Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the any role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 16.3 There shall be an absolute commitment by the parties to a dispute to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. , (with at least (7) calendar days being allowed for stages 1 to 4). 16.4 Work shall continue normally while this process is being followed. No party to a dispute shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee the employee’s representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. . 16.5 While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo (ii) The circumstances that existed prior to the dispute prevails and work prevail (iii) Work is to continue as normal without detriment to any of the parties 17.1 Employer contributions on behalf of each eligible employee to the Superannuation Scheme (eg. XXXX(Q)), shall be: • $132.00 per week or $26.40 per day (Monday to Friday) • $137.00 per week or $27.40 per day (Monday to Friday) effective 02/7/2007 • $143.00 per week or $28.60 per day (Monday to Friday) effective 07/7/2008 Superannuation payments (including both employer contributions and employee co-contributions) made to a superannuation scheme, are to be made on at least a monthly basis. Daily payments are permitted for less than a completed week. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 17.2 It is a condition of employment and a fundamental requirement term of this Agreement that employees accepting engagement under this clause be observed in its entiretyAgreement, are bound to co-contribute the following amounts from their net wages to their Superannuation Account. • $33.00 per week, or $6.60 per day (Monday to Friday) • $34.00 per week, or $6.80 per day (Monday to Friday) effective 02/7/2007 • $36.00 per week, or $7.20 per day (Monday to Friday) effective 07/7/2008 17.3 The Employer will forward, on behalf of each employee covered by this Agreement, the appropriate amount as stipulated above, directly to each employees’ Superannuation account on no less than a monthly basis.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 10.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer’s 's Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. (v) If the grievance concerns an OH&S issue, the employer has the right to direct the employees to undertake alternative duties while the grievance is being dealt with. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. , (with at least (7) calendar days being allowed for stages 1 to 4). 10.4 Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. . 10.5 While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo (ii) The circumstances that existed prior to the dispute prevails and work prevail (iii) Work is to continue as normal without detriment to any of the parties 11.1 Superannuation payments will be made monthly into a complying fund of the employee’s choice. If a superannuation fund is not nominated within one week of commencement the funds will be paid into a default fund at the employer’s discretion. Contributions made by the employer will be in accordance with the Superannuation Guarantee (Administration) Act which is currently 9% of ordinary times earnings. 10.5 11.2 Ordinary time earnings for the purposes of clause 11.1 means the actual ordinary time rate of pay the employee receives for ordinary hours of work including shift loading, skill allowances and leading hand allowances, where applicable. The purpose term includes any over award payment as well as casual rates received for ordinary hours of this clause is to keep people at work work. Ordinary time earnings shall not include overtime, disability allowances, commission and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen bonuses, lump sum payments made as a consequence of the last resort termination of employment, annual leave loading, penalty rates for public holiday work, fares and only utilised when all travelling time allowances or any other options and steps in the process have been exhaustedextraneous payments of a like nature. 10.6 It is 11.3 An employee may elect to make voluntary contributions via salary sacrifice subject to Australian Taxation Office Rules. 11.4 The employer will forward, on behalf of the employee the appropriate amount as stipulated in clauses 11.1, 11.2 and 11. 3 above, directly to the employee’s superannuation fund on no less than a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entiretymonthly basis.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 18.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilized when all other options and steps in the process have been exhausted. It is a condition of employment and a fundamental requirement of this agreement that this clause be observed in its entirety. 10.2 18.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure process is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leaderleader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer’s Manager or Site Manager manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or the employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the The AIRC shall not propose propose, support or support arbitrate any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Codecode). 10.3 18.3 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. , (with at least (7) calendar days being allowed for stages 1 to 4). 18.4 Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. . 18.5 While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo (ii) The circumstances that existed prior to the dispute prevails and work prevail (iii) Work is to continue as normal without detriment to any of the parties. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. 10.2 . It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an appointed employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or appointed employee representative if applicable together with the employer’s Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the any role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 . There shall be an absolute commitment by the parties to a dispute to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions, (with at least (7) calendar days being allowed for stages 1 to 4). Work shall continue normally while this process is being followed. No party to a dispute shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee the employee’s representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo (ii) The circumstances that existed prior to the dispute prevails and work prevail (iii) Work is to continue as normal without detriment to any of the parties 1. Local Meal for Overtime Allowance Locally engaged working in excess of 9.5 hours in any one day. $11.30 per meal per day 2. Fares & Allowance Travel Allowance is for employees working locally for travel patterns and costs peculiar to the industry which include mobility requirements on employees. $15.40 per day 3. Private Allowance Vehicle Where an employee is specifically requested to use their own vehicle for work purposes, such as for transportation of materials on a job site. Allowance will cover all costs associated with the vehicle and related expenses. $18.00 per whole day or $9.00 per half day 4. Private Vehicle Allowance for travel to remote job For travel to remote work location where private vehicle is used when living away from home. Allowance will cover all costs associated with the vehicle and related expenses. 44 cents kilometre per 5. Accommodation when living away from home (where LAFH Allowance is not paid) Employees living away from home shall have accommodation provided for him/her at the employer’s expense. It may be necessary to share accommodation however single room accommodation will be provided in the first instance. Suitable accommodation will be provided and paid for by the company. It will be at the employers discretion as to whether accommodation is provided and paid for or whether the employee receives LAFH Allowance. 10.5 6. Living Away from Home Meal Allowance To cover the cost of food where food is not provided by the employer and where accommodation has been provided and paid for by the employer. $31.50 per day for 4 days or less OR $150 per week 7. Living Away from Home Allowance To cover the cost of accommodation, meals and incidental expenses where accommodation and food has not been provided and paid for by the employer. $55.80 per day OR $390.20 per 7 day week 8. Travel to remote job The purpose time required to travel once to and return once from a job where an employee needs to live away from home will be paid by the employer. Payment of this clause is to keep people time at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.ordinary rates

GRIEVANCE RESOLUTION PROCEDURE. 10.1 9.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 10.2 9.2 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an appointed employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or appointed employee representative if applicable together with the employer’s Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the any role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 9.3 There shall be an absolute commitment by the parties to a dispute to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. , (with at least (7) calendar days being allowed for stages 1 to 4). 9.4 Work shall continue normally while this process is being followed. No party to a dispute shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee the employee’s representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. . 9.5 While the dispute settlement procedures are being followed the parties are to ensure that: (i) Industrial action does not take place, the status quo (ii) The circumstances that existed prior to the dispute prevails and work prevail (iii) Work is to continue as normal without detriment to any of the parties. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.

GRIEVANCE RESOLUTION PROCEDURE. 10.1 25.1 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.2 25.2 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety. 25.3 In the event of issues arising relative to this Workplace Agreement or as to the performance of any work for which wage rates are prescribed, or in respect to any other matter including flexible work hours which could affect the continuity of work, such work shall be continued in the usual manner without bans and limitations whilst this procedure is followed: (i) Step 1: The matter shall, in the first instance, be pursued between the employee or employees concerned and the immediate Supervisor/Team Leader. (ii) Step 2: If the matter is not resolved within 24 hours, then discussion should be conducted with senior management and the employee or an employee representative of your their choosing if applicable. (iii) Step 3: If the matter is still not settled, then a conference shall be held between the employee or employee representative if applicable together with the employer’s 's Manager or Site Manager or a duly appointed company nominee. (iv) Step 4: If the matter cannot be settled by a conference between the parties, the employer or employee or employee representative may apply to the Australian Industrial Relations Commission (AIRC) in an endeavour to resolve the issue between the parties by conciliation. In acting in the role of conciliator the AIRC shall not propose or support any settlement that would be inconsistent with the Australian Government Implementation Guidelines for the National Code of Practice (the Code). 10.3 25.4 There shall be an absolute commitment by the parties to achieve adherence to the above procedure. This shall be facilitated in the first instance by the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Reasonable time limits shall be allowed for the completion of the various stages of the discussions. , (with at least (7) calendar days being allowed for stages i to iv). 25.5 Work shall continue normally while this process is being followed. No party shall be prejudiced simply by the fact that work continued whilst the above process was being followed. 10.4 . This procedure shall not prevent the employer, the employee or employee representative, from making direct representations to one another, on any matter giving rise to or likely to give rise to the possibility of a dispute or grievance arising. . 25.6 While the dispute settlement procedures are being followed the parties are to ensure that: (a) Industrial action does not take place, the status quo (b) The circumstances that existed prior to the dispute prevails and work prevail (c) Work is to continue as normal without detriment to any of the parties. 10.5 The purpose of this clause is to keep people at work and to maintain productivity wherever possible. Site meetings in relation to dispute settlement provisions should be seen as the last resort and only utilised when all other options and steps in the process have been exhausted. 10.6 It is a condition of employment and a fundamental requirement of this Agreement that this clause be observed in its entirety.